Category : Sport

Pride will again shine bright in the heart of Sydney’s Central Business District when the office rooftop of technology giant Bloomberg lights up in rainbow colours to commemorate International Day Against Homophobia, Transphobia, Biphobia, Intersexism and Transphobia (IDAHOBIT), and as a demonstration of their commitment to LGBTI inclusivity in the workplace.

As one of the world’s leading technology companies providing global business and financial information and news, Bloomberg will be conducting a rainbow lighting of its Sydney office rooftop at One Bligh Street for over two weeks starting on IDAHOBIT on May 17.  The lighting will also celebrate NSW’s leading LGBTI health organisation ACON and its Pride Inclusion Program’s 2018 Australian LGBTI Inclusion Awards on May 25.

Established in 2009 by ACON, Pride Inclusion Programs consists of Pride in Diversity, Australia’s not-for-profit employer support program for LGBTI workplace inclusion, which publishes the Australian Workplace Equality Index (AWEI), Australia’s national benchmark for LGBTI inclusion acknowledging top employers for LGBTI people since 2010.

Along with Pride in Diversity, Pride Inclusion Programs also comprises of Pride in Sport and Pride in Health+Wellbeing – a suite of initiatives that assists sporting organisations and healthcare service providers with all aspects of LGBTI inclusion.

Along the same vein, the new sector-neutral Bloomberg Gender Equality Index (GEI) was launched in January 2018, on the principle of providing data transparency across internal company statistics, employee policies, external community support and engagement, and gender-conscious product offerings on some of the largest firms globally. Five firms from Australia feature in this index, including ANZ, Bank of Queensland, Fortescue Metals Group, National Australia Bank and Westpac. The sector-neutral Bloomberg GEI follows the release of the Bloomberg Financial Services Gender-Equality Index (BFGEI), launched in 2016.

Erika Irish Brown, Bloomberg’s Global Head of Diversity and Inclusion said:

“More than 97% of our employees have now completed our unconscious bias training and more than 5,000 dedicated individuals globally – about one in four of us – are members of Communities at Bloomberg. These employee-run forums foster and support a more diverse and inclusive environment by enabling employees to serve as culture carriers, role models, and brand ambassadors, while also expanding their professional networks and enhancing their leadership and management skills. Bloomberg’s diverse workforce and open culture are essential to innovation and the key to our success worldwide, so we are very proud to support IDAHOBIT and the values it stands for.”

ACON’s Pride Inclusion Programs Director Dawn Hough added: “LGBTI workplace inclusion has historically been little understood or acknowledged in Australian workplaces. Now it stands as one of the fastest growing areas of diversity and inclusion practice for businesses. The AWEI is acknowledged internationally as a gold standard benchmarking instrument – this year over 130 employers participated across all states and sectors and over 23,000 individuals participated in employee survey,”

“This is a testament to Australian employers, the incredible work that they have done for almost a decade. We have been honoured to be a part of that journey. I would like to acknowledge Bloomberg for their visual show of support for IDAHOBIT and the Australian LGBTI Inclusion Awards. This speaks to the importance of the work we all do and something all employers can be extremely proud of.”

Image courtesy Bloomberg

ENDS

About Bloomberg

Bloomberg, the global business and financial information and news leader, gives influential decision makers a critical edge by connecting them to a dynamic network of information, people and ideas. The company’s strength – delivering data, news and analytics through innovative technology, quickly and accurately – is at the core of the Bloomberg Professional service. Bloomberg’s enterprise solutions build on the company’s core strength: leveraging technology to allow customers to access, integrate, distribute and manage data and information across organizations more efficiently and effectively. For more information, visit www.bloomberg.com or request a demo.

Six extraordinary and influential LGBTI Australians, internationally-recognised as leaders in their respective fields, have been appointed patrons of landmark LGBTI inclusion initiatives spearheaded by ACON: Alan Joyce AC, Daniel Kowalski OAM, Alex Blackwell, Kerryn Phelps AM, Michael Ebeid AM and Jennifer Westacott

Established in 2009 by NSW’s leading LGBTI health organisation ACON, Pride Inclusion Programs comprise a suite of initiatives that assists employers, sporting organisations and healthcare service providers with all aspects of LGBTI inclusion. These include Pride in Diversity, Pride in Sport and Pride in Health+Wellbeing.

In recognition of their outstanding contributions towards progressing LGBTI inclusion within Australian sport – on and off the field – Olympic champion Daniel Kowalski and world-leading cricketer Alex Blackwell have become the inaugural patrons of Pride in Sport.

Professor Kerryn Phelps, a City of Sydney Councillor and leading LGBTI health advocate, joins SBS CEO and Managing Director Michael Ebeid as inaugural patrons of Pride in Health+Wellbeing, a program that provides support to organisations in the health sector in delivering LGBTI inclusive services.

They join recently appointed patrons to workplace inclusion program Pride in Diversity, Qantas CEO Alan Joyce and Chief Executive of the Business Council of Australia Jennifer Westacott, both of whom take over from founding patron the Hon Michael Kirby AC CMG, who is stepping down from his role after eight years.

In welcoming the new patrons, ACON President Dr Justin Koonin said each extraordinary appointee brings a wealth of experience in leadership from the corporate, health and sporting sectors, and their appointments as patrons will combine to build energy and momentum to Pride Inclusion Programs’ ongoing efforts in advancing LGBTI inclusion.

“Even with the successful passage of marriage equality legislation in 2017, there is still a tremendous amount of work to be done in ensuring our workplaces, sporting environments and health services are welcoming and inclusive of LGBTI people,” Dr Koonin said.

“The appointments of these outstanding Australians will go a great way in providing additional expertise. As corporate, sporting and health leaders and prominent champions for diversity, their involvement will galvanise support for a more inclusive environment for all Australians.

“I wish to both congratulate and thank all of our new patrons for their leadership, their wisdom and their commitment to our Pride Inclusion Programs, and wish them every success as new patrons of these vital social inclusion initiatives.”

Dawn Hough, Director of ACON’s Pride Inclusion Programs, added: “It is a privilege for me to welcome each one of these incredible LGBTI leaders as patrons of our Pride Inclusion Programs. I believe all of our programs will benefit greatly from the added capabilities they will all bring.”

Media enquiries:

David Alexander, ACON Media and Communications

E: dalexander@acon.org.au | T: +61 (02) 9206 2044 | M: +61 (0)428 477 042

Qantas Group CEO, Alan Joyce AC, has today been announced as a co-patron of ACON’s national not-for-profit program for LGBTI workplace inclusion, Pride in Diversity. Mr Joyce will share the position with recently appointed patron and Chief Executive of the Business Council of Australia, Jennifer Westacott.

Mr Joyce will take over from former High Court Justice and founding Patron, the Hon Michael Kirby AC CMG, who has announced he will be stepping down from his role after eight years.

A vocal advocate during last year’s push to legalise marriage equality in Australia, Mr Joyce is a longstanding advocate for greater social inclusion and equality. He was named a Companion of the Order of Australia (AC) in the Queen’s Birthday 2017 Honours List for his contributions to gender equity, inclusion and diversity, and a supporter of Indigenous education, as well as for his contribution to tourism and aviation.

In welcoming Mr Joyce, ACON President Dr Justin Koonin said that he brings a wealth of experience in leadership and advocacy from the corporate sector, and his appointment as co-patron of Pride in Diversity will bring new energy to the program’s ongoing efforts in advancing LGBTI inclusion.

“Even with the successful passage of marriage equality legislation in 2017, there is still a tremendous amount of work to do, and it is important that in all aspects of Australian life we have outstanding leaders, advocates and allies – including of course within Australia’s major business, governmental and educational institutions,” Dr Koonin said.

“Alan’s appointment will go a great way in providing additional understanding and expertise to Pride In Diversity, complementing the current strong leadership team and staff. As a business leader and prominent champion for diversity, his involvement will galvanise support for a more inclusive environment for Australian business.”

Speaking on his appointment, Mr Joyce said: “I’m honoured to be part of ACON’s efforts to create workplaces where LGBTI Australians feel confident to be themselves. Companies have so much to gain when employees bring their whole selves to their job, but I’ve heard too many stories from people who feel they have to devote a lot of energy to hiding a big part of their identity. The marriage equality result shows us that Australia really does believe in a fair go for all, so we need to take that message to more parts of the community. I look forward to continuing Michael’s fantastic advocacy over the past eight years and working with Jennifer to help organisations wanting to create a welcoming, diverse environment.”

Reflecting on his legacy as Pride In Diversity’s founding Patron and the program’s growth over eight years, Mr Kirby said that the time was right for him to step down and that the stewardship offered by Mr Joyce and Ms Westacott will assure the program’s continued success.

“I was delighted to be appointed the inaugural patron for the Pride in Diversity program in February 2010, and have been very pleased with the progress that the program has made to date. Although I am ever-youthful, I feel it is time for me to hand over to new, even younger patrons to contribute new ideas in a time of great change,” Mr Kirby said.

“The ever growing success of the outreach to business, sporting and general community is most heartening. It is part of the explanation for the changing attitudes of Australians of all walks of life towards LGBTIQ equality and justice. In cities, regional, remote and rural Australia, things are changing. As patron, I have always urged the need to be concerned, beyond Australia, with our neighbours, our region and the world.

“As Patron for the last eight years, I feel it is now time for me to stand down. It is time for others to contribute their skills, knowledge and wisdom to the ongoing work of Pride in Diversity. I am delighted to have been involved in the appointment of two of our most accomplished captains of industry Jennifer Westacott and Alan Joyce. I will continue to take interest in Pride in Diversity, offer my views and attend their parties.

“I wish to both congratulate and thank both Jennifer and Alan for their leadership, their wisdom and their commitment to this program and wish them every success as new Patrons of Pride in Diversity.”

Dawn Hough, Director of ACON’s Pride Inclusion Programs, said: “It is a privilege for me to welcome Alan Joyce as co-patron of Pride in Diversity. While Mr. Kirby has left some big shoes to fill, I believe we, and indeed all of our programs will benefit greatly from the added capabilities Mr Joyce will bring.”

For more information please contact:

David Alexander, ACON Media and Communications

E: dalexander@acon.org.au T: +61 (02) 9206 2044 M: +61 (0)428 477 042

Chief Executive of the Business Council of Australia, Jennifer Westacott, has today been announced as a co-patron of ACON’s national not-for-profit program for LGBTI workplace inclusion, Pride in Diversity. Ms Westacott will share the position with founding patron and former High Court Justice, the Hon Michael Kirby AC CMG.

Ms Westacott was recognised for her work as a long-time advocate for greater social and economic inclusion throughout her over 20 years of leadership in critical positions within New South Wales and Victorian governments.

Her involvement in government has seen Ms Westacott appointed as a Director of Housing and the Secretary of Education in Victoria, and most recently a Director-General of the New South Wales Department of Infrastructure, Planning and Natural Resources.

From 2005 to 2011 Ms Westacott was senior partner at KPMG, heading up the firm’s Sustainability, Climate Change and Water practice and its NSW State Government practice. During her time at KPMG, Jennifer advised some of Australia’s major corporations on climate change and sustainability matters, and provided advice to governments around Australia on major reform priorities.
Mr Kirby said Ms Westacott brings a wealth of experience in leadership, diversity and advocacy in the corporate sector, and her appointment as co-patron of Pride in Diversity will strengthen the program’s ongoing efforts in advancing LGBTI inclusion.

“This is a time of uncertainty amongst many LGBTIQ Australians, as their claim to equal civil rights is being debated and questioned by some fellow citizens,” Mr Kirby said. “At such a time it is vital to remind ourselves of the outstanding leaders and supporters we have amongst LGBTIQ Australians and their allies – and in Australia’s major business, governmental and educational corporations gathered in Pride in Diversity.

“It is a special privilege, at such a time, for me to welcome Jennifer Westacott to be co-patron. Gay people and their allies are everywhere. As a top Australian business and community leader, Jennifer Westacott symbolises confidence and faith in the future, based on equality and diversity.”

ACON President Dr Justin Koonin warmly welcomed Ms Westacott’s appointment, noting the considerable experience Ms Westacott brings with her to the position.

“Her appointment will go a great way in providing additional understanding and expertise to Pride In Diversity, complementing the current strong leadership team and staff,” Dr Koonin said. “The knowledge and networks our patrons provide will support new strategic initiatives and strengthen the program’s connections within the corporate sector. As ACON’s suite of Pride Inclusion Programs continues to grow, I am tremendously excited that ACON will benefit from the added capabilities Ms Westacott will bring.”

Speaking to the responsibility of corporate Australia to promote diversity and inclusion, Ms Westacott said: “Businesses want diverse workplaces where employees feel included and supported – it isn’t only a moral imperative, it’s also just good business. I’m proud to be patron of the Pride in Diversity program, helping businesses as well as employees create more diverse and productive workplaces.

“Many of Australia’s biggest companies are leading on this, but Pride in Diversity challenges them to keep improving, expanding and sharing the strategies that we know are working. I’m looking forward to working as patron to see this program rolled out in workplaces across the nation.”

Pride in Diversity is the national not-for-profit employer support program for LGBTI workplace inclusion specialising in workplace diversity, HR and organisational change. Pride in Diversity publishes the Australian Workplace Equality Index (AWEI), the country’s national benchmarking instrument for LGBTI workplace inclusion from which Top Employers for LGBTI people is determined.

ACON’s other Pride Inclusion Programs, including Pride In Sport and Pride In Health + Wellbeing offer a range of services to assist and support employers, sporting organisations and health service providers with all aspects of LGBTI inclusion.

More information on ACON’s Pride Inclusion Programs can be found via www.prideinclusionprograms.com.au

LGBTI employees may find themselves in sticky situations on a daily basis, some harsher than others, but the accumulative impact of micro-aggressions and discrimination can have a significant impact on one’s wellbeing and mental health. Unfortunately, in the 2016 Australian Workplace Equality Index (AWEI) Employee Survey, only 45% out of the 10 lowest ranking number confirmed that they knew where to go for more information about LGBTI inclusion. How do we make these paths for reaching out easier and more accessible?

Here is an experiment you can run: take three new employees and ask them to act on the following scenario – their closest workmate had a chat with them and told them they were gender diverse and thinking about transitioning. They seemed anxious and depressed, and this process has a major impact on their wellbeing. You want to help. Now go to the organisation’s intranet and find two people you are absolutely confident your friend can contact and get support from as an LGBTI individual, one from HR, one not.

Now sit down and have a look at how they try to get this information from the intranet. Where do they go first? What is the logic that guides them? Do they start with the HR page? Do they go to the diversity page? Is there a designated LGBTI area? Is it clear and easy to find? What comes up when you type LGBTI support in the search field?

This first part of the experiment will help you assess how accessible the information is to all staff. It is important to note that the specific scenario was not chosen without thought.

First, the reasons why the AWEI asks for LGBTI friendly contacts that are both HR and non-HR are to do with confidentiality, disclosure and safety. Some people might want to have an off-the-record conversation with a colleague or a manager who can provide some insight about the organisation’s approach, without worrying about their personal files or policies and procedures. Some will feel more comfortable talking to a HR contact that can help refer them to the organisation’s policies and track record in LGBTI inclusion and assist them with references to relevant information for their situation.

Second, LGBTI individuals are the ones who will usually seek out help and support, however everyone might find themselves in situations where other people in their lives may need support and assistance, and all employees need to be able to access this information. Many times we see great intentions translated into poor structures as HR/D&I individuals are convinced that the platform they created is accessible and easy to find without actively testing the waters. When it comes to support, it is vital that you are able to find what you are looking for quickly and easily. Reaching out is incredibly difficult and challenging for many people, which means that every additional click/phone call/question that stands between them and getting support may serve as another indicator that it is not safe for them to be their full self within your workplace. If you can reach support easily via your intranet home page while following a clear, logical, and intuitive path – you nailed it. Anything more complicated than that may be counterproductive.

Now to the second part of the experiment. Let us say that all three of your new staff got to a list of LGBTI-friendly contacts, including HR and non-HR, and provided you with two names as requested. Keep enquiring: are you sure these people can effectively manage gender affirmation processes or advice related to them within your workplace? Are you sure your friend can trust them to use inclusive language and to refer to them appropriately? Are you sure confidentiality will be kept? How do you know this? How did you assess the emotional safety required for such sensitive processes?

Once again, we need to walk in the shoes of an LGBTI person in need, or someone who is trying to access necessary support or information. The bottom line here is that explicit language is vital in order to create a level of safety and accessibility for LGBTI people and peers. It is not enough to just provide the names and numbers, it is essential to also mention credentials, relevant training, confidentiality, processes etc. Do not assume that people know or will assume these things. The contrary works – assume they know nothing, and provide them with all the information you can in order to make it easier to make a very hard decision – reach out, come out.

The good news is that these structures do exist and operate successfully in some of our member organisations. In comparison to 45% of the employees in the 10 lowest ranking members who knew where to go in order to seek information about LGBTI inclusion, a whopping 87% knew where to access this information in our 10 top ranking organisations. This is a strong reflection and demonstration to how LGBTI inclusion permeates to different layers of the organisation over time. Taking into consideration that the 10 top ranking members have been working with Pride in Diversity for a number of years, they have had the time, and often a number of AWEI submissions to fine-tune their structures, policies and procedures for maximum impact. Constant exposure to events, executive sponsors, visual inclusion cues, information, policies, training sessions and other initiatives create an environment in which reaching out is simpler and safer for LGBTI employees.

It is important to rely on the recommendations in the AWEI, as they stem from years of experience of organisations that have been with Pride in Diversity since its inception in 2009. These high resolution items carry the same spirit of visibility, accessibility and clarity, and provide LGBTI employees with an experience that counteracts their inherent sense of exclusion and replaces it with inclusion and safety. Isn’t that what we all want from our employer?

Shai Feniger, a Relationship Manager for Pride in Diversity, comes with over 15 years of experience working and volunteering with marginalised groups, with a focus on LGBTI, Indigenous peoples and mental health. He is experienced with Team Management, Program Development, Training and Facilitation, Community Development and Service Provision, and with experience in LGBTI inclusion in the workplace.

Direct: +612  9206 2196 | Switch: +612 9206 2000 | Mobile: 0419 583 034
Email: sfeniger@acon.org.au

Visibility for transgender and gender diverse people provides a vital tool for workplaces working on improving inclusion for transgender and gender diverse people, but is visibility alone enough to build an inclusive society or even an inclusive workplace?

Transgender Day of Visibility (31 March) is a day set aside to acknowledge and celebrate the lives of transgender and gender diverse people. Increasing visibility of transgender and gender diverse people is essential to acknowledging diversity and building inclusion.

It is important for us all to realise that visibility of transgender and gender diverse people has already made a significant difference in some of our workplaces, it informs those who have struggled with identity, that they have options, it assists organisations to benefit from talented individuals who would otherwise not have an opportunity to shine, but there is much left to do.

Visibility alone is not enough to build an inclusive society or even an inclusive workplace. Visibility however does provide a vital tool for workplaces working on improving inclusion for transgender and gender diverse people.  The risk of this visibility is that it may burden our people with a task many may not want to bear.  Most transgender and gender diverse people just want to go about their day like everybody else, being recognised as valuable for the work they do regardless of their gender identity. Although there are occasions when people will be comfortable to address appropriate questions and provide information related to their identity and experiences, they should not be automatically expected to bear the burden of repeatedly having to educate others. When we also consider that most transgender and gender diverse people consider that cisgender people should not speak on behalf of the community, how then can an organisation work towards greater inclusion without expecting too much of their transgender and  gender diverse employees?

This is where organisations can benefit from resources provided by ACON’s Pride in Diversity and Pride in Sport programs. Both these programs provide expertise, consulting services, training, printed resources, , informative and inspiring guest speakers, including speakers with lived experience. By accessing the expertise available within these programs, workplaces and sporting organisation can become better informed about the challenges faced by transgender and gender diverse people, without forcing employees to disclose their history or placing them in situations where they constantly have to educate others about what it means to be transgender or gender diverse.

What can your organisation do on Transgender Day of Visibility, to celebrate the lives of people while being respectful of transgender and gender diverse colleagues and employees?

• Invite a transgender or gender diverse speaker to address your workplace;
• Undertake LGBTI or transgender specific training;
• Simply direct employees to some of the fantastic video resources that are available via ACON’s Pride in Diversity program, or;
• Hold a celebration acknowledging the diversity of your workforce

ACON’s Pride in Diversity and Pride in Sport’s programs wish you a fantastic and insightful Transgender Day of Visibility 2017!

Kimberly Olsen is a Manager within ACON’s Pride Inclusion programs. Kimberly is able to draw from her perspective as a transgender woman in order to help organisations meaningfully engage with people of not only diverse sexualities, but also diverse gender identities. Email kolsen@acon.org.au.

While I think most Diversity & Inclusion (D&I) professionals would say that we have made some progress and that the business case for diversity is now widely acknowledged and communicated (even it is does sometimes appear a little well-rehearsed and a somewhat tired piece of diversity rhetoric), this D&I game is still a tough gig. Many would argue that support is still just lip service, that while we just roll the benefits off our tongue and get the executive nod when its needed (because it’s something we should all be paying attention to), when it comes to the crunch ie. the tough stuff (additional resources, budget or Senior Leadership KPIs) there is still some considerable pushback.

In the 2016 Australian Workplace Equality Index employee survey we asked employees of participating organisations whether they believed their organisation genuinely supported LGBTI inclusion. While 90% of the employees in our 10 top ranked organisations strongly agreed with the statement, only 66% of the employees in our 10 lowest ranking organisations felt the same. How do we make sure our LGBTI inclusion initiatives are reflected in the DNA of the company, and that the change permeates to all layers of the workplace?

Since 2013 and the significant change in anti-discriminatory laws, the Australian work environment is experiencing a fast-tracked process of change around the meaning and the importance of inclusion initiatives in the workplace. On top of an array of impacts that self-editing employees may suffer, as LGBTI identities are now considered protected attributes, businesses are liable for LGBTI discrimination, bullying and harassment, and any type of emotional distress that an individual might suffer as consequence.

In the past three years Pride in Diversity experienced a 365% growth in membership, and witnessed a significant shift in the way businesses endorse LGBTI inclusion, embrace its benefits and use it for branding and marketing. Despite these rapid changes, the end experience of LGBTI employees is not all positive, and in this front changes can be far slower, as they permeate gradually into the different layers of the business.

Quite often we encounter professionals who assess inclusion based on vague ideas and concepts and not based on facts and numbers. We hear about an inclusive vibe, about not having an issue with LGBTI people, about a few employees who are ‘out’ and fine with it. While all of these observations might be true, they neglect to thoroughly address all layers of the business, and address possible roadblocks that LGBTI individuals might encounter in different departments, locations, environments or under different management. As LGBTI individuals more often than not come with an inherit experience of exclusion, it is essential to remember that unless their  identities are explicitly and proactively invited to be celebrated as part of the business’s DNA, they will not necessarily feel included no matter what the vibe is. The art of LGBTI inclusion is about incorporating LGBTI inclusive initiatives, while communicating them clearly, visibly and explicitly.

Further to the belief in businesses’ genuine support in LGBTI inclusion, in the 2016 AWEI survey, we looked into employees’ belief that their organisation communicates LGBTI inclusion initiatives internally. Within the top 10 ranking organisations, 82% of the employees strongly agreed or agreed with the statement, in comparison with 43% of employees of the lowest ranking organisations. This is consistent with other markers, such as employees’ knowledge of where to get more information about LGBTI inclusion in the workplace (87% vs. 45%). In short, members who reach out more, communicate more, and promote accessibility – maximise the impact of their LGBTI inclusion initiatives.

Let us take policy review as an example. For many organisations, amending the existing policies into including LGBTI identities, relationship and specific benefits is one of the first stages taken in their LGBTI inclusion process. It is also the first question in the AWEI, aiming to build a strong structural framework which serves as a foundation for eliminating major roadblocks LGBTI people might encounter. But what happens when the job is done? How do businesses harness the wonderful job that HR people put into the policy review as an explicit cue for inclusion? There are a few ways to do this, including informing all staff via an email from an executive, or by launching the new gender affirmation process policy in a special event. If there is no communication whatsoever, uninformed LGBTI employees will most probably not bother checking for any updates to the policies unless something specific happens, and as a result will miss out on possible benefits, as well as the sense of inclusion that comes with such a significant change to the DNA of the business.

Here are the four elements that need to be addressed in order to maximise the impact of LGBTI inclusion initiatives in the workplace:

Visibility: show and tell as much as you can, while ensuring that what you are selling is top notch. Make sure you can stand behind the inclusion initiatives you create, make sure that the suppliers that you work with are on board, and make sure you use the right language and the right methods. Once you have something great in your hands – let people know. Send the message out there. Celebrate successes. This is not just about branding – this is about creating a new awareness for LGBTI and non-LGBTI employees. Do not assume they know, make sure that they do.

Accessibility: make it easy for LGBTI individuals to access information and support. Nominate specific HR people as LGBTI go-to people and compile a list on the intranet. Make sure that allies are branded in their email signatures, on the intranet, in their workspaces. Identify LGBTI inclusion leaders and provide them with public platforms to express their thoughts and ideas. Make sure that explicit language is out there in a user friendly, accessible way. If you are not sure about it – ask employees to look for the information and assess accessibility.

Sustainability: think long term; do not trust enthusiastic individuals to carry the vast majority of LGBTI inclusion initiatives, as they will move on at some point and will leave a void behind them. Incorporate LGBTI inclusion responsibilities into HR, D&I and executive management job descriptions. Delegate tasks to different people, departments and locations. Make LGBTI inclusion strategies part of the organisation’s wider strategy. Shift from innovation into maintenance, as LGBTI inclusion becomes an integral part of the DNA rather than a mixed and inconsistent array of events and messages.

By taking all three components into consideration, you will be able to make sure that your LGBTI initiatives tap into the core of the business and the essence of LGBTI lived experiences in the workplace. This is a win-win situation, as LGBTI individuals enjoy the privilege of bringing their authentic selves to work, and the business experiences higher productivity, enhanced creativity, longer retention, brand loyalty and satisfied workers.

Authored by Shai Feniger, Relationship Manager, Pride in Diversity. To read Shai’s bio, please click here.

This article appeared in the Sydney Morning Herald, WA Today and The Age on Tuesday 4th October.

Close to one in two gay, lesbian and transgender Australians hide their sexual identity in the workplace for fear being “out” could damage their careers.

Dawn Hough, director of ACON’s Pride Inclusion Programs, which collected the data says the new figures are a big improvement on those reported as recently as six years ago when the vast majority of people surveyed would hide their sexual identity.

However, Ms Hough said she was surprised people were much less comfortable to come out in the public sector compared to the private sector.

“It is the first time we have done any significant analysis between the public and the private sectors and we are really quite surprised at that,” she said.

“People in the public sector feel there is less support, they feel their senior management are less likely to genuinely support inclusion initiatives.”

The new 2016 Australian Workplace Equality Index found 45 per cent of lesbian, gay, bisexual, transgender and/or intersex Australians hide their sexuality or gender identity at work because they fear it may damage their career. The other 55 per cent were out in the workplace.