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lotl.com • Lesbians On The Loose Magazine
Workplace | Special Feature
• Look at your HR policies and staff benefits.
Most importantly, have your policies and
staff benefits been updated/reviewed to ensure
compliance with legislative changes in relation to
same-sex family benefits in the workplace. Next,
check the language used – is it being inadvertently
offensive or discriminator y? How do you know ?
You need to understand those terms that are
considered offensive and the lang uage that will
clearly promote inclusivity.
• Provide awareness training particularly to
those in HR, Diversity or Leadership roles.
Many people (including those who identif y
as LGBTI) do not fully understand why LGBTI
inclusion needs to be such an integral part of an
organisations diversity strateg y. Training should be
provided. Not only in understanding the business
care, risk mitigation, corporate social responsibility
and duty of care elements of LGBTI inclusion
plus the ver y real impacts that inclusion and non-
inclusion have on the attraction and retention of
staff, employee engagement, pro ductivity and
talent movements. Tra ining on sexual orientation
and gender identity in the workplace is essential
to building understanding and awareness of the
ver y real challeng es that are faced and the ongoing
benefits of ensuring that your workplace is inclusive
of all employees, including those who happen to be
gay, lesbian, bisexual or transgender.
• LGBTI employee network groups.
Pride in Diversity’s sister org anisation in the
UK has found that one of the most influential
factors of cultural change when it comes to
LGBTI inclusion is a strong and effective LGBTI
and Ally Employee Network Group that actively
contributes not only to the cultures inclusivity but
the overall objectives and strategic intent of the
• Executive Sponsorship and buy-in.
Needless to say executive support, sponsorship
and buy in is essential to an initiatives success. PID
can assist networks in finding suitable executive
sponsors; we tra in executive sponsors in LGBTI
awareness and the role of sponsorship and we
assist LGBTI employee net works to engage with,
utilise and promote their sponsors.
Pride in Diversity is Australia’s
first and only national not-
for-profit employer support
program for all aspects of LGBTI inclusion. The
program launched in Sydney, February 2010 and
since then has provided Australian employers
with a dedicated advisory service that works
alongside HR and Diversity teams to not only
understand why LGBTI inclusion needs to be an
integral part of an organisations diversity strategy,
but also the benefits of an inclusive workplace
culture to LGBTI identifying employees, straight
allies and the business itself.
Through membership Pride in Diversity provides
free training on sexual orientation and gender
identity in the workplace, provides assistance
in the review of HR policies and staff benefits
to ensure compliance with recent same sex
legislative changes, assists with the setup
and longevity of LGBTI employee networks
and implements strategies and policies to
reduce homophobic bullying, harassment and
Pride in Diversity also publishes Australia’s
definitive national benchmark on LGBTI
Workplace Inclusion: The Australian Workplace
Equality Index (AWEI). Participating in the index
is free and organisations do not need to be
a member to participate. The index provides
employers with both qualitative and quantitative
feedback against the national benchmark on
LGBTI workplace inclusion and provides full
strategy support to increase their inclusivity via
initiatives that have proven to be successful in
driving cultural change.
Both the Pride in Diversity program and the
Australian Workplace Equality Index draw heavily
from the experience and expertise of the Diversity
Champions Program and the Workplace Equality
Index run by its UK sister organisation: Stonewall.
UK employers compete annually for a place in the
prestigious Top 100 employers list. While Pride in
Diversity only announces the Top 10 employers,
the 2012/2013 index will see the introduction
of additional awards for Small Business/Not-
for-Profit Community Sector organisations and
businesses in rural/regional areas.
So where do you start in creating an LGBTI inclusive
workplace? Here are our best pointers...
Create an LGBTI friendly
PRIDE IN DIVERSITY
Bring your whole self to work
KPMG is proud to rank 2nd in the Australian Workplace Equality Index 2012, an achievement that recognises
our commitment to attracting and retaining talented individuals of all sexual orientations. We believe diversity
of experiences, skills and backgrounds directly influences the quality of business outcomes we offer clients.
We want to ensure that our people are able to enjoy an inclusive workplace where they are comfortable in
bringing their whole selves to work.
To learn more about career opportunities at KPMG, visit the ‘Join us’ section of our website.
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