June is celebrated as LGBTQIA+ Pride Month in many countries, a time to honour and celebrate the dignity, equality and visibility of the LGBTQIA+ community. As we mark this important month, it is also an opportunity to shine a light on a less visible issue — the occupational health challenges faced by LGBTQIA+ workers, particularly their increased risk of work-related musculoskeletal injury.
Along with women and migrant workers, LGBTQIA+ workers are considered to be at higher risk of work-related musculoskeletal disorders compared to the general working population. In 2020, the European Agency for Safety and Health at Work (EU-OSHA) published a review of musculoskeletal disorders among these three groups, detailing the physical, psychosocial, organisational and individual risk factors that contribute to their prevalence.
This post focuses on the risks identified by EU-OSHA for LGBTQIA+ workers across all working sectors within Europe. If you are an employer or are responsible for employee welfare, I strongly recommend downloading the full report — the link is at the end of this post — as it provides valuable insight into potential areas of harm for marginalised groups in the workplace.
It is worth noting that, as per EU-OSHA, there is currently no direct evidence that LGBTQIA+ workers experience increased rates of musculoskeletal injury. This is likely due to two key gaps in research: sexual and gender identity are rarely recorded in occupational health and safety studies, and many LGBTQIA+ workers do not feel comfortable being visible in the workplace, making this group difficult to reach for data collection purposes.
What is clear, however, is that there is strong evidence of elevated psychosocial risk factors among LGBTQIA+ workers — and these are known contributors to musculoskeletal disorders.
Prevalence of Health Issues and Musculoskeletal Disorders Among LGBTQIA+ Workers
While recorded percentages vary across LGBTQIA+ subgroups, the overall findings indicate that LGBTQIA+ workers experience reduced wellbeing and poorer mental health compared to the general population. This includes higher rates of anxiety, depression, mental distress and suicidal thoughts. There is also evidence that LGBTQIA+ workers report worse physical health outcomes, including musculoskeletal issues, arthritis, spinal problems and chronic fatigue syndrome.
https://healthyliferecovery.com/mental-health-addiction-in-lgbtq/
Why Are Psychosocial Risk Factors Important?
It is well established that the psychological systems impacts the physiological system and vice versa. To maintain health and wellness, we need to have good psychological health as well as good physical health. I think the image below is a great explanation of the impact of stress and anxiety on the body.
Ref: https://www.brookviewwellness.com/2021/04/19/stress-and-chronic-pain/
Psychosocial Risk Factors Among LGBTQIA+ Workers
The EU-OSHA report highlights that LGBTQIA+ workers are disproportionately exposed to psychosocial risks in the workplace. These include:
- Formal discrimination — unequal treatment in hiring decisions, salary structures and promotion opportunities
- Interpersonal discrimination — negative comments and behaviours from colleagues
- Institutional discrimination — discriminatory practices embedded within organisations
- Structural inequalities — disparities sustained by existing policies and laws
- Identity concealment — the psychological burden of hiding one’s sexual or gender identity at work
The stress and anxiety arising from these risks can lead to isolation and insecurity, which, when combined with the physical demands already present for all workers, significantly increases the likelihood of musculoskeletal discomfort and injury.
Employment Segregation Patterns
Research also suggests that LGBTQIA+ workers may gravitate toward sectors or roles where they feel safer and less likely to experience harassment or discrimination. For example, gay or bisexual men may seek employment in female-dominated sectors, while lesbian workers may favour male-dominated ones. Some of these roles carry an inherently higher risk of musculoskeletal injury, further compounding the issue.
The psychological impact of the stress and anxiety associated with being an LGBTQIA+ person in the workplace, coupled with the risk factors already present for all workers, places this group at an increased risk of musculoskeletal discomfort and injury.
What Can Workplaces Do to Address the Psychosocial Risk Factors?
To reduce psychosocial risk factors for LGBTQIA+ workers, employers should aim to:
- Build a workplace culture of inclusion with zero tolerance for discrimination and harassment
- Promote a participatory approach to health and safety that actively seeks input from minority groups
- Develop non-binary health and safety administrative procedures
- Create LGBTQIA+ company policies that reflect the diverse realities of employees’ lives
Inclusive and diverse workplace cultures benefit everyone. When all workers — regardless of gender identity, sexual identity, religious identity, nationality or any other characteristic — can engage in their roles without fear of judgement or harassment, both wellbeing and productivity improve.
Sources
EU-OSHA, 2020. Workforce Diversity and Musculoskeletal Disorders, Review of Fact and Figures and Examples
https://oshwiki.eu/wiki/Occupational_safety_and_health_of_LGBTI_workers