Important steps for ongoing LGBTQI+ workplace inclusion

The aged care sector is no stranger to diversity and inclusion. Programs such as the Silver Rainbow LGBTI Aged Care Awareness Training Project are designed to help members of the LGBTQI+ community as they age and enter the aged care system. 

Workplaces also recognise the need for diversity and inclusion, providing safe spaces for individuals regardless of cultural background, sexuality, gender or religion. However, inclusion involves more than just establishing the framework; you must offer ongoing support and guidance to nurture an inclusive culture.

Supported by a wide range of resources, you can develop, sustain and alter your approach to workplace inclusion. As society evolves, so should the ways in which you support your staff who identify as LGBTQI+. 

Review your existing policies

All organisations should have some form of equality, diversity and inclusion policy outlining their commitment to supporting and protecting all employees. It should also include potential penalties for instances of harassment.

The next step is to reevaluate relevant policies to ensure they do meet the current needs of the LGBTQI+ community; outdated terminology should be removed and replaced by accepted terminology, while you may even want to expand the scope of your policies to better protect individuals if LGBTQI+ inclusion is only briefly mentioned. For example, where policies once heavily focused on gay, lesbian or queer employees, you may find additional information is required to better protect and acknowledge transgender employees.

If you’re looking for additional guidance on the best way to update – or even create – appropriate workplace policies, ACON’s Pride in Diversity employer support program offers the most relevant resources and advice. 

Encourage employee participation

Employees need to be involved every step of the way. While there might be employees who may not be as inclusive for personal reasons, there is also a possibility that the team in general isn’t very welcoming towards LGBTQI+ either. These individuals may not cause any friction or instigate conflict, but they may not be willing to take inclusion seriously.

Always encourage employee participation across the board without singling anyone out. So talk about your diversity initiatives in everyday conversations, provide education and training courses that tackle workplace equality, and provide learning materials anyone can pick up.

Simply leaving a brochure on a noticeboard could entice an employee to learn more about the importance of pride and inclusion in the workplace. 

Support LGBTQI+ networks

If you do have strong LGBTQI+ representation within the workplace, including among your older residents, the creation of a support group or social club could give employees and residents a safe space to interact in. Not only does it provide your employees with a chance to interact and connect with one another, but it gives your residents a chance to share their stories and feel comfortable amongst their younger counterparts. 

Introduce inclusive language

One of the easiest ways to make your workplace inclusive is to incorporate pronouns in email signatures and gender-neutral language in official documents.

Adding pronouns to email signatures or workplace documents means individuals can be referred to appropriately without confusion. But rather than isolating individuals who might identify as non-binary, everyone adopts the same practice to include ‘he/him’, ‘she/her’ or ‘they/them’ (as some examples; you may find other pronouns are in use). This helps current staff and new employees as they can tell you’re an inclusive provider with an accepting workplace culture.

Meanwhile, by using gender-neutral terminology in appropriate settings, you’re removing the need to make distinct references to ‘he’ or ‘she’. For the most part, many organisations do utilise ‘they’ but some don’t, so a gender-neutral approach takes away the need to assume gender or identity.

Provide gender-neutral spaces

In recent years, LGBTQI+ rights have very much focused on transgender people and their rights. As an employer, as long as you’re providing an inclusive and welcoming environment, there’s not much more you can do.

But one positive step would be providing unisex bathrooms for employees who may be transitioning, have transitioned, or just identify as non-binary. This makes it easier for employees who may not have come out in the workplace and are uncomfortable using a specific bathroom because there’s no need to judge someone by the door they walk through. 

The use of gender-neutral bathrooms also complements the use of pronouns in emails; you’re providing employees with an inclusive workplace from day one where no one has to worry about external perceptions.

Additional resources and information for employers can be found through ACON’s Pride Inclusion Programs, Diversity Council Australia and the Australian Workplace Equality Index.