When Your Identity Feels Under Attack: Workplace Wellness in a Climate of Political Backlash
In a time of rising political polarization, the mental health of LGBTQIA2S+ and BIPOC individuals is increasingly at risk. Across the United States, we’re witnessing a disturbing rise in legislation and rhetoric targeting queer, trans, and racially marginalized communities. From the rollback of trans healthcare rights to the banning of DEI (Diversity, Equity, and Inclusion) programs in workplaces and schools, many are asking: How can we feel safe at work when our very existence is being politicized?
This question isn’t just rhetorical—it’s a real, daily concern for many employees. The stress of navigating hostile or indifferent environments adds to a heavy mental health burden, and it’s time we address how workplace wellness must evolve to meet this moment.
Living in a State of Hypervigilance
When your identity is under scrutiny, every interaction at work can feel loaded. Trans employees may worry about being misgendered or outed. BIPOC employees may carry the weight of systemic injustice into the office, only to be met with silence when another police killing or international tragedy makes headlines. For queer and trans staff, the anxiety is compounded by anti-LGBTQ+ bills and social narratives that question their humanity.
This isn’t just stress—it’s trauma. And trauma needs to be met with care, not corporate neutrality.
What Employers Get Wrong About Wellness
Too often, workplace wellness programs focus on surface-level perks—meditation apps, monthly yoga, or free snacks—without addressing the systemic and emotional realities their marginalized employees are experiencing. Wellness cannot be one-size-fits-all.
When Black employees are processing yet another racist incident, or when trans employees are afraid to use the bathroom at work, wellness means more than a break room with plants. It means policy change, inclusive language, representation at leadership levels, and trauma-informed spaces.
How Workplaces Can Support Marginalized Employees Right Now
Here are tangible ways employers can show up:
Acknowledge Reality – Silence in the face of injustice is violence. Leadership must name and affirm the lived realities of LGBTQIA2S+ and BIPOC staff.
Invest in Affirming Mental Health Support – Provide access to queer and BIPOC therapists or coaches. Partner with organizations like Phoenix Rising Centers that center marginalized voices.
Re-evaluate HR Policies – Ensure protections are clearly outlined for gender identity, pronoun usage, anti-discrimination, and inclusive bathroom access.
Create Space, Not Just Statements – Host healing circles, listening sessions, and trauma-informed workshops. Let employees process in community, not in isolation.
Don’t Just Celebrate, Protect – Pride flags and heritage month graphics mean nothing without year-round protections, advocacy, and funding.
The Way Forward
Workplace wellness in 2025 must be about more than self-care—it must be about collective care. That means recognizing when staff are hurting because of what’s happening in the world and creating structures that don’t just tolerate diversity, but actively fight for it.
For LGBTQIA2S+ and BIPOC workers, the workplace should not be another site of harm. It should be a space of affirmation, safety, and healing. And that future is only possible when we stop asking people to check their pain at the door—and instead, open the door to real, transformative support.
If your workplace is ready to take the next step, Phoenix Rising Centers offers affirming coaching, therapy, and training to support your team. Reach out today.