The purpose of this study is to evaluate Bridges, a digital program designed to support workplace belonging among LGBTQ+ employees.

Belonging is an important part of health and well-being. People who feel accepted, valued, connected, and included often experience better mental and physical health. However, many LGBTQ+ individuals experience discrimination, stigma, exclusion, or isolation in workplace settings, which can negatively affect their sense of belonging and overall well-being.

Bridges was developed to help LGBTQ+ employees build a stronger sense of belonging at work. The program combines personalized text messages with online activities, self-reflection exercises, practical workplace strategies, and opportunities to learn skills that may support connection, inclusion, and well-being.

This study will enroll LGBTQ+ adults who are currently employed. Participants will use the Bridges program for approximately 30 days. During the study, participants will receive text messages and have access to online tools and activities. Participants will also complete surveys to assess their experiences, sense of workplace belonging, and feedback about the program.

The primary purpose of this pilot study is to determine whether the Bridges program is feasible and acceptable to participants. Researchers will examine participant engagement with the program and satisfaction with its content and usability. The study will also explore whether participation in Bridges is associated with improvements in workplace belonging, well-being, and related outcomes.

Information gathered from this study will be used to improve the program and guide future research on digital interventions designed to support belonging and well-being among LGBTQ+ employees.

Workplace belonging is increasingly recognized as an important contributor to employee well-being, engagement, and overall quality of life. Belonging refers to the experience of feeling accepted, valued, respected, supported, and connected to others. Individuals who experience low levels of belonging may report feelings of isolation, exclusion, loneliness, or disconnection, which can negatively affect mental health, physical health, workplace satisfaction, and professional fulfillment.

Changes in the workplace following the COVID-19 pandemic have altered how employees connect with one another. The growth of remote and hybrid work arrangements has created new opportunities for flexibility and autonomy, while also reducing opportunities for workplace interaction and social connection. As a result, many organizations are seeking innovative approaches to support employee well-being and foster a sense of belonging in increasingly digital work environments.

LGBTQ+ employees may face additional challenges related to workplace belonging. Experiences of discrimination, stigma, exclusion, or lack of organizational support can contribute to lower levels of belonging and well-being. Although many workplace wellness and diversity initiatives exist, few evidence-based programs have been developed specifically to address workplace belonging among LGBTQ+ employees.

To address this need, researchers developed Bridges, a digital intervention designed to promote workplace belonging and well-being among LGBTQ+ workers. Bridges combines personalized text messaging with web-based activities, self-reflection exercises, educational content, opportunities for self-appraisal, and practical workplace strategies designed to strengthen workplace belonging. The program is designed to help participants better understand belonging, reflect on their workplace experiences, develop skills that support connection and inclusion, and identify actionable steps that may strengthen their sense of belonging at work.

The Bridges intervention was developed using principles from behavior change science and a participatory design approach. LGBTQ+ worker advisors were actively involved in informing program content, design, usability, and overall user experience throughout development.

The purpose of this Phase I study was to evaluate the feasibility, acceptability, and preliminary effects of the Bridges intervention. A total of 136 LGBTQ+ employees participated in a 30-day pilot study. Of the 136 enrolled participants, 127 completed the one-month follow-up assessment. Participants received text messages and access to online program content and activities during the study period. Participants completed baseline and one-month follow-up assessments measuring workplace belonging, professional fulfillment, burnout, emotional well-being, resilience, confidence, anxiety, depression, and related psychosocial outcomes.

This study used a single-arm pre-post pilot design. Eligible participants completed a baseline assessment, received access to the Bridges intervention for approximately 30 days, and completed a follow-up assessment at the end of the intervention period. Feasibility and acceptability outcomes were evaluated alongside exploratory assessments of psychosocial and workplace well-being outcomes.

The primary objectives of the study were:

1. To evaluate the feasibility of the Bridges intervention, as measured by participant engagement with text messaging and online program components during the 30-day pilot period.
2. To evaluate the acceptability of the intervention, as measured through usability, satisfaction, and participant willingness to recommend the program to others.
3. To explore preliminary changes in workplace belonging, professional fulfillment, burnout, emotional well-being, resilience, confidence, anxiety, depression, and related psychosocial outcomes following participation in the program.

Study findings will be used to refine the Bridges intervention and inform future research on digital interventions designed to promote workplace belonging and well-being for LGBTQ+ employees and other populations experiencing challenges related to workplace belonging and connection.

Inclusion Criteria:

• Able to speak and read English
• Lives in the U.S.
• Employed
• Works 32+ hours per week
• Works for an organization that provides health or human services
• Identity aligns with study/program purpose (i.e., identifies as LGBTQ+)
• Low to moderate level of belonging (as assessed by the IOWA-B)

Exclusion Criteria:

• Only employee of the organization
• Unwilling to receive program text messages

De-identified individual participant data underlying the results reported in publications arising from this study, including derived scale scores, subscale scores, and associated data documentation.

Beginning following publication of the primary study results.

De-identified study data will be made available through openICPSR. Data will be deposited in accordance with NIH and repository policies. Appropriate documentation will be provided to facilitate secondary analyses and replication.