Today, on May 17th, the world celebrates International Day Against Homophobia, Biphobia, Interphobia and Transphobia (IDAHOBIT), sometimes referred to as International Day Against LGBTQIA+ Discrimination. Regardless of country, industry, workplace or job title, all workers should feel comfortable, respected and able to be themselves in their own working environment. However, we are yet to reach a point in time where this is the norm for all places of work. In this post, I want to highlight how these issues are still prevalent today, and what employers and others in workplaces can do in support of the LGBTQIA+ community.
History and ongoing developments
While there have been advancements towards LGBTQIA+ equality prior to and since 1990 (when the World Health Organisation removed homosexuality from the Classification of Diseases and Related Health Problems), there have still been events in world history that show how far we still have to go. Australia’s own history around LGBTQIA+ equality is also unfortunately scattered with discrimination:
- The first Mardi Gras pride march was held in Sydney in 1978, which was met with violence from police. Those who marched were beaten inside police cells and had their names published by the Sydney Morning Herald.
- Tasmania was the last jurisdiction in Australia to decriminalise homosexuality in May 1997 – this means that a majority of Australians today were alive during a time when it was illegal to be gay.
- The Marriage Equality plebiscite was held in 2017. While marriage equality was passed, over a third of Australians who voted (38.4%, or 4.8 million people) were against it.
Ill-treatment and violence towards LGBTQIA+ human rights movements are still prevalent. 2 in 3 LGBTQIA+ youth experience abuse due to their identity, and 35% of LGBTQIA+ Australians have experienced verbal abuse in the past 12 months. Whether it is due to a lack of understanding or education, religious views, intentional hate-speech, or a multitude of other reasons – it is still happening.
How is it relevant to workplaces?
Discrimination and stigma against LGBTQIA+ people continue to this day – that is why IDAHOBIT acknowledges the struggles and troubles faced by the community and fights for positive cultural and societal change. Amongst other areas, workplace education and support are a particular area of focus.
Being able to be yourself at work is vital, as it allows you to be comfortable, feel more respected and supported by those around you. This is even more so for those who identify as LGBTQIA+ – 68% of LGBTQIA+ employees are not out to everyone at work. Many may fear being unsupported or isolated, being bullied or joked about, having their privacy invaded, or a number of other reasons that cause them to still be closeted.
One of the ways employers can help is by being an ally to the community and creating a welcome and inclusive environment for LGBTQIA+ workers, peers, and customers. This can be as simple as educating others, speaking out against discrimination, and supporting LGBTQIA+ organisations and events. It involves listening, seeking answers to questions around the topic, and being open to feedback. Employers can also use their positions of power to advocate for change, challenging harmful stereotypes and speaking up if derogatory or discriminatory comments are made by others.
Ways employers and individuals can help within the workplace:
- Be respectful and use people’s preferred pronouns
It may be confusing or take some adjustment for those who are not used to it, but the best thing to do is keep trying. Also, don’t be scared to ask what pronouns someone uses if you aren’t sure, and encourage others to respect pronouns as well.
- Utilise more inclusive language
Normalising more inclusive language across the board can be a small but key change. Using ‘partner’ instead of ‘husband/wife’ or addressing a group of people with ‘Hi everyone’ or ‘Hi all’ instead of ‘Hi guys/girls/ladies’ are great examples.
- Avoid making assumptions about individuals, and let them come out on their own
This goes for anything from identity, labels, partner status, or anything else. Have the courage to ask questions and communicate to avoid misunderstandings or accidentally offending someone.
- Treat LGBTQIA+ people like any other person
Have the same conversations and ask the same questions as you would with any other person – we’re all only human after all.
- Strengthen work policies surrounding fair treatment, diversity, and workplace bullying/discrimination
If policies don’t exist, create and implement them. Ensure that incidents which breach these policies are actioned and that consequences are enforced. This should also be at managerial levels – sex, gender and sexual orientation are protected attributes under the Fair Work Act, which prohibits employers from taking adverse action against employees for discriminatory reasons.
- Be aware of online activity
Discrimination or harassment over the internet is an issue in and of itself. Be mindful of your own online interactions and conduct, call out and/or report offensive comments made by family or friends on social media, and encourage inclusion in online spaces.
- If you’re unsure, then politely ask questions or do your own research
Don’t be afraid of making mistakes along the way. Ask questions, clarify, and if necessary, apologise when you make a misstep. The important thing is to continually make an effort to be a place where LGBTQIA+ workers and allies want to work.
- Show that you care
Having awareness and a desire to help is the minimum that can be asked. There are many ways in which employers and individuals can make a difference. Creating further awareness, wearing or displaying flags in solidarity, engaging in education around the LGBTQIA+ community, supporting or participating in events, enforcing and maintaining workplace policies, the list goes on…
Standing for positive change
For employers, it is key that they use their positions and influence for positive change. They have a duty to ensure that inclusive workplaces and environments exist and are maintained so that everyone can feel safe, equal, and respected.
At the end of the day, change will not happen overnight. Setbacks will happen, and not everyone will come around easily or be accepting. What is important is remaining committed and continuing to work towards a world where LGBTQIA+ people are free from discrimination, harm, and social stigma.
References & Helpful Resources
- Official IDAHOBIT Website
https://www.idahobit.org.au/ - The Equality Project – What is IDAHOBIT
https://www.theequalityproject.org.au/blog/what-is-idahobit - Equality Australia
https://equalityaustralia.org.au/ - Protection from discrimination at work – Fair Work Ombudsman https://www.fairwork.gov.au/employment-conditions/protections-at-work/protection-from-discrimination-at-work
- The Muse (simple ways you can make your workplace more LGBTQ inclusive)
https://www.themuse.com/advice/simple-ways-make-workplace-more-lgbtq-inclusive - Fair Work Act 2009