Building LGBTIQA+ inclusive workplaces

building inclusive workplaces webtile showing colleagues talking at table with laptop

Creating inclusive workplaces isn't just good practice, it’s a legal responsibility.

Under Victoria's Equal Opportunity Act, employers have a positive duty to take proactive steps to prevent discrimination, sexual harassment and victimisation before issues occur.

To support this, the Victorian Equal Opportunity and Human Rights Commission has developed a practical guideline for workplaces. It outlines 5 minimum standards that help foster respectful, inclusive environments for LGBTIQA+ employees:

  1. Knowledge and understanding Understand your legal obligations and the experiences of LGBTIQA+ people at work. Provide training and share the Commission's guideline with your team.
  2. Systems, policies and procedures: Develop or update workplace policies that prevent discrimination and promote inclusion of LGBTIQA+ employees.
  3. Reporting and response: Ensure employees know how to report discrimination, and that your organisation responds in a way that supports those affected and addresses the issue.
  4. Workplace culture: Foster a culture of respect, safety, and equality. Leaders should model inclusive behaviour and embed expectations into values, contracts and onboarding.

  5. Continuous improvement: Regularly review and improve your systems, policies, and procedures. Use feedback, complaints data, and staff consultation - especially with LGBTIQA+ employees - to guide improvements.

Access the full guideline and resources

Visit the Victorian Equal Opportunity and Human Rights Commission for the full guideline and resources for employers and LGBTIQA+ employees.

To access other council LGBTIQA+ resources and support services head to LGBTIQA+ Resources and Support Services.

 

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