Navigating the Balance of Professionalism & Mental Health as an LGBTQIA+ Person

Dear nonprofit leaders and professionals,

I recently had a conversation with my very good colleague and incredibly talented therapist and mental health professional, Renato M. Talhadas, MAC, PCC, LFMT, about the nuances of being an LGBTQIA+ professional and navigating mental health in the workplace.

Renato, as you know, LGBTQIA+ people are part of a very intersectional community of underserved minorities – Queer people, disabled people, people of color, people living below the poverty line, etc. – and so our community faces a lot of mental health challenges. How do you navigate being professional at work as a gay man yourself and providing the mental health care that the community needs?

Navigating my professional life as a gay man and a person of color (Latinx/ne) has shaped the way I approach mental health care within the LGBTQIA+ community. I’ve come to view the aspects that make me stand out—my identity as a Latino and my sexuality—not as obstacles but as strengths. These intersections provide me with a unique perspective that fosters connection and understanding with those I serve.

I’m also acutely aware of my privilege as a cisgender man. While I hold minority identities in terms of gender and sexual orientation, I recognize that this privilege influences how I navigate professional spaces. This self-awareness allows me to approach my work with humility and an inclusive mindset.

In my current role with the City and County of San Francisco, I have the privilege of working with clients who reflect the rich diversity of the LGBTQIA+ community. My workplace is a testament to what a truly inclusive environment can achieve—our team is composed entirely of minority professionals within the healthcare field. This diversity fosters collaboration, amplifies voices, and allows employees to thrive.

I take pride in using my voice to advocate for my clients and to bring my skills and lived experience to the table. In environments that prioritize diversity and inclusion—both among professionals and clients—everyone benefits. Such spaces not only support the mental health needs of underserved communities but also create opportunities for professionals like me to flourish while making a tangible difference.

Because our community faces those mental health disparities, LGBTQIA+ employees often need “a space” that can accommodate their situation (which varies across a vast spectrum of mental health realities). How can employers identify what spaces are right for their LGBTQIA+ employees?

Addressing the mental health needs of LGBTQIA+ employees requires nuance and a balanced approach. While it’s true that our community faces significant mental health disparities, it's important to emphasize that these challenges do not define us entirely. Our identities are rich and multifaceted, and while mental health realities are a part of the picture, they are not the whole story.

To create supportive environments, employers must provide accommodations that acknowledge the diverse needs of LGBTQIA+ employees, but they must also ensure that professionalism and accountability are maintained. It’s crucial to recognize that not all struggles are directly tied to an individual’s identity. For example, when employees fail to meet workplace expectations—whether by not showing up, making excuses, or falling short in performance—this often speaks to a lack of professionalism rather than being a reflection of their LGBTQIA+ identity or mental health status.

In my experience, some employees may misinterpret requests for accountability, such as providing documentation for accommodations, as personal attacks or challenges to their identity. This defensiveness can stem from past experiences with unsupportive leadership or insecurity, which highlights the need for both systemic and individual growth. Employers should focus on clear communication, cultural humility, and the implementation of diversity and cultural competency training. But know this: One cannot be upset if it's not the way they wanted it. 

At the same time, employees must engage in self-reflection and personal accountability. Just as workplaces should create inclusive environments, employees must approach their roles with professionalism, resilience, and a willingness to engage constructively. Emotional regulation, openness to feedback, and a commitment to not taking administrative or procedural requests personally are vital for fostering a healthy workplace dynamic.

Ultimately, supporting LGBTQIA+ employees requires a two-way effort: employers need to actively evaluate and create inclusive spaces, while employees must also take responsibility for their professional growth and adherence to workplace expectations. This collaborative effort strengthens the workplace as a whole, building trust and mutual respect.

At the end of the day, LGBTQIA+ people still need to show up and do their job. How can the employers provide those accommodating spaces and structure for Queer employees while balancing the demands of being a professional?

At the end of the day, LGBTQIA+ employees, like all professionals, need to meet workplace expectations. Employers can strike a balance by fostering environments that are both inclusive and professional. For employees, understanding the culture and norms of the workplace—whether it's a law firm, hospital, or corporate office—is key. Personal expression, like a creatively decorated cubicle, may not always align with every setting. In these cases, I encourage employees to “read the room” and adapt to their environment.

For employers, creating a truly safe and accommodating space goes beyond just following HR protocols—it requires a human approach. Accommodations, as protected by law, should be provided equitably to all employees. However, employers must also be vigilant about how workplace culture and external political polarization might unintentionally alienate or marginalize LGBTQIA+ staff. Open dialogue, cultural awareness, and sensitivity to the unique challenges employees may face can go a long way in making them feel valued without compromising professionalism.

What advice do you have for LGBTQIA+ employees who may have difficulty navigating the balance of their mental health situation and showing up as their best self to thrive at the workplace?

My advice to LGBTQIA+ employees navigating the balance between their mental health and thriving at work is simple but powerful: do the inner work. Seek therapy, build self-awareness, and prioritize healing. Taking care of your mental health allows you to show up as your best self, even in challenging environments. While it can be difficult, don’t let toxic workplace dynamics—whether in nonprofits, corporate settings, or even LGBTQIA+ spaces—define your experience or diminish your worth.

Remember, self-growth often requires honest reflection. When I work with clients, I emphasize that our conversations are not just a space to vent but to uncover and confront truths about ourselves, including areas where we need to grow. Sometimes, professional maturity means adapting to change, addressing weaknesses, and resisting the urge to fall into a victim mindset when things get tough. Thriving at work means embracing this journey of self-improvement while staying true to your authenticity and resilience. It’s not just expecting your workplace to change for you. 

Sincerely,

Queers

About the Author, Renato M. Talhadas, MAC, PCC, LFMT

Learn more about Renato <here>. 

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