By Christa M. Camarillo, M.Ed, CEP, CHC

In addition to celebrating the contributions of LGBTQ+ individuals to society, Pride Month, observed each June, is a nod to New York City’s 1969 Stonewall Uprising: a pivotal moment in the nation’s battle for gay rights.¹ At the core, LGBTQ+-identifying people want the same acceptance and recognition that others desire — including at work.

Despite the strides made in the 55 years since the first recognized Pride Month celebration, when it comes to LGBTQ+ professionals in cardiac and pulmonary care, representation has a long way to go.

If you dig into the medical journals looking for representation of LGBTQ+ professionals in cardiac and pulmonary medicine, what you’ll find is that most applicable studies focus on the harm to the mental, emotional, and even physical well-being of patients who are not treated with fairness and dignity. But, make no mistake: LGBTQ+ staff face similar stigma and micro-aggressions that affect their health in the same way.²

Stigma and discrimination in the workplace remain huge barriers to career growth and overall professional satisfaction. As sociologist Erving Goffman put it in 1963, stigma is an “attribute that is deeply discrediting.” For LGBTQ+ professionals, it often translates to fewer opportunities, subtle biases, and unequal treatment on the job.³ Here’s some food for thought:

• Dr. Stephen C. Cook, in his article LGBTQ+ in Cardiology: Breaking Down the Closet Door, shares a striking moment from his residency. He saw no one like him — no openly LGBTQ+ mentors in cardiology — and realized that being gay might actually stand in the way of his career goals.⁴
• A 2023 UCLA Williams Institute report found that LGBTQ+ employees who are “out” in their workplace are three times more likely to report discrimination than those who are not.⁵

As a queer woman of color, I can relate. Last year, I faced months of microaggressions at work — and even a hate act — targeting my sexual identity. While discrimination and hate aren’t new to me after more than 20 years in my career, this experience cut deeper because it came from a teammate who betrayed my trust and weaponized my identity against me.

Microaggressions — verbal, behavioral, or environmental slights against marginalized groups — may seem small, but their impact is not.⁶ Whether intentional or not, they communicate bias and exclusion. Microaggressions quietly chip away at people and communities, especially in the workplace. They damage team trust and morale, as well as the culture we’re trying to build in healthcare.

Real change in healthcare starts at the top, with forward-thinking leaders who work with HR and staff to understand and improve the experience of their LGBTQ+ staffers. Collective Health recommends five meaningful ways to support LGBTQ+ employees⁷:

1. Start by offering inclusive healthcare benefits and policies, meaning that coverage should reflect the diverse needs of your team.
2. Pay attention to the unique health disparities that impact LGBTQ+ communities.
3. Make sure healthcare benefits are not simply there — they also should be easy to access and simple to use.
4. Invest in real education around LGBTQ+ health needs and available services.
5. Most importantly, foster a workplace culture that truly supports and includes everyone.

It’s not just about benefits, it’s about belonging. So, this Pride Month and beyond, let’s keep pushing for understanding and real support.

About the Author: Christa M. Camarillo (pictured above) is a clinical exercise physiologist at Salinas Valley Health in Salinas, California, and a certified health and recovery coach with more than two decades of experience spanning healthcare, business, and coaching. Through her company Retrain, LLC, she coaches women healthcare professionals as well as lesbian and bisexual women in overcoming alcohol misuse, leveraging stress, and embracing movement as a powerful tool for health. Camarillo is also a conference speaker and an advocate for more inclusive approaches to health and recovery.

REFERENCES

1) History.com Editors. Pride Month: The term origin. History.com. Published 2021. Accessed June 13, 2025. https://www.history.com/article/pride-term-origin

2) Lisy K, Peters MDJ, Schofield P, et al. Experiences and unmet needs of lesbian, gay, and bisexual people with cancer care: a systematic review and meta-synthesis. Psychooncology. 2018;27(6):1480-1489. doi:10.1002/pon.4706

3) Goffman E. Stigma: Notes on the Management of Spoiled Identity. Englewood Cliffs, NJ: Prentice-Hall; 1963.

4) Cook C. Cardiovascular risk in LGBTQ+ patients: clinical case insights. J Am Coll Cardiol Case Rep. 2022;4(21):1453-1455. doi:10.1016/j.jaccas.2022.08.012

5) Williams Institute. LGBTQ People’s Experience of Workplace Discrimination and Harassment. UCLA School of Law. Accessed June 13, 2025. https://williamsinstitute.law.ucla.edu

6) Oxford English Dictionary. Microaggression. Published online. Accessed June 13, 2025. https://www.oed.com/dictionary/microaggression_n?tl=true

7) Collective Health. Inclusive benefits: 5 ways to support your LGBTQ+ employees. Collective Health. Published June 1, 2023. Accessed June 13, 2025. https://collectivehealth.com/blog/benefits-shop-talk/inclusive-benefits-5-ways-to-support-your-lgbtq-employees/