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Welcome from Pride in Diversity Program Director Dawn Hough

Hi everyone, welcome to our first newsletter for 2012 ! Firstly, on behalf of Pride in Diversity we would like to wish all of our members and subscribers a very happy new year. I hope that it proves to be a great year for you ! Well so much has happened since our last newsletter edition in September. We have held networking events in Sydney, Melbourne and Brisbane. We held our first annual Pride in Practice LGBT Workplace Conference in December, published our 2011 publication on Setting up and maintaining effective LGBT employee networks, signed up few more members and started the planning process for 2012. We’ve also launched a SHOP page on our website to assist with Pride in Diversity fundraising, produced a publication for LGBT allies in the workplace and spoken at an International LGBT workplace inclusion conference on the status of LGBT inclusion here in Australia. We have also conducted numerous in-house training programs for our members, launched several LGBT employee networks with our members and presented at several members diversity days.

Volunteer Thank You’s Pride in Diversity would like to thank all of the volunteers that worked tirelessly to assist us with the preparation and production of our LGBT Pride in Practice conference. Without your hard work and assistance, we would not have been able to achieve what we did. Thank you so much: • Gavin Salway, IBM • Kelly O’Connor • Alexandre Daoust • Michael Chan

Over the next couple of months we will be speaking with each of our members to determine how we can best assist in 2012. We will also be holding our first networking event in South Australia, which we are really excited about. Please remember that you can keep up to date with our program offerings, network events and special projects but liking us on facebook. We’ve also recently set up a Twitter account, so come follow us on twitter ! Once again, wishing you all the very best for 2012. Please remember, we’re here to assist in all of your LGBT inclusion initiatives … just call us!

Regards, Dawn

Welcome New Members

We would like to welcome the following new members to Pride in Diversity: • Credit Suisse • JP Morgan • University of Queensland • Macquarie University • Prostate Cancer Fountation of Australia

Welcome Taisa We would like to welcome Taisa Mason as a part-time member of the Pride in Diversity team. Taisia will be working with many of our members in the capacity of Program Co-Ordinator. Left: Taisia at the Pride in Practice networking drinks with IBM member Mike Gordon at conclusion of the Pride in Practice Workplace Conference in November.



Connect up to Pride in Diversity Linked In

Find us on linked in – not only will you hear all the latest Pride in Diversity news, but you will be able to connect up with other Pride in Diversity members for online networking and discussions. Open to members only. Facebook Join us on the Pride in Diversity facebook site. Keep informed of all the latest news, publications, articles of interest and happenings in the world of PID. Twitter

now on Follow us on twitter:


WANT TO RECEIVE THE NEWSLETTER DIRECTLY TO YOUR INBOX? Currently reading this on your intranet? Or forwarded via your LGBT network leads? If you wish to receive the quarterly newsletter directly to your inbox, please go to and click on the NEWSLETTER menu option to sign up.



Year In Review 2011 has been a big year for Pride in Diversity. During this time we: • H  eld networking and professional development forums in Sydney, Melbourne, Canberra and for the first time in Perth and Queensland. • Welcomed and announced our Patron, the Hon. Michael Kirby • Increased membership numbers by 68% • H  eld our first (annual) Pride in Diversity Business Luncheon and Awards Celebration on May 17, sold out within the first week, participation exceeding all expectations at 165

Patron, the Hon. Michael Kirby

• A  nnounced our first set of Top 10 employers for LGBT employees in Australia, LGBT Employee Network Group of the year and Star Performing Network Groups • P  roduced the first and only national benchmark on LGBT workplace inclusion, publishing the data in our first AWEI publication in July • Produced our quarterly e-bulletin with a 400% increase in subscriptions • Conducted over 30 Sexual Orientation and Gender Identity training courses internally for our members • Spoke at the launch of 5 member LGBT employee networks • H  eld our first (annual) Pride in Practice LGBT Workplace Conference, tickets selling out within the first 10 days, participation exceeding all expectations at 140 • Spoken to 5 executive diversity councils • Signed media partnerships with SSO and JOY

Top 10 Employers List

• P  ublished our annual Pride in Diversity Workplace Guide on Establishing and maintaining successful LGBT employee networks in Australian Workplaces • L aunched a range of PID fundraising merchandise to assist us internally and our members with all aspects of LGBT inclusion • Launched our Count Me In - ALLY Guide - our most successful publication to date • Spoken at 5 HR related conferences • Asked to speak on Australian LGBT Workplace Inclusion at our first international conference • Welcomed Taisa Mason on a part-time basis as program co-ordinator.

Thank you to our 2011 members and sponsors:

• 2011 Platinum Partner : IBM

• 2011 Principal Partners : PWC, Goldman Sachs, Lend Lease, Telstra and KPMG



Taisa Mason, newly appointed Program Co-ordinator

Workplace Equality Index Submissions Close : Assessments Start Announcements : Top Employers Annual Business Luncheon & Awards Celebration * Book Early Member Index Briefings Index Results Publication 2012 Index Submission Documents available PID Participation in Community Events Transgender day of Remembrance IDAHO (Int’l Day against Homophobia) World Aids Day

Book Early

PID: 2nd Workplace Guide Publication Pride in Practice LGBT Workplace Conference *

(Perth & Adelaide additional time)

Program Communication Schedule New Year Comms (calendar distribution) Quarterly e-Bulletin 2012 in Review Professional Development and Networking Member Networking / Forum : Sydney Member Networking / Forum : Melbourne / ACT Member Networking / Forum : Adelaide Member Networking / Forum : Qld Member Networking / Forum : WA 2-3 hr Complimentary In-house Training (*)













Each member to book directly with Pride in Diversity








Calendar of Events 2012



Welcome to Our latest official media partner You will be seeing and hearing a lot more of Pride in Diversity thanks to Joy 94.9 who have just signed on as one of our official media partners. JOY 94.9 is an independent voice for the diverse lesbian and gay communities listened to by 216,000 people in Melbourne and more online. Access podcasts, blogs and listen online to award winning music & talk, news & current affairs, arts & cultural programs at Joy 94.9. Sponsorshop includes special advertising offers to our members. Contact Conrad Browne at JOY 94.9 for more information. Visit the JOY website and check out our web banner under Joy Recommends:

In the Media • Leading the Way in Inclusion – Sydney Star Observer, Star Online, 6 September 2011 • Workplace conference sells out – Sydney Star Observer, Star Online, 5 October 2011 • Quizzing employers on diversity policies – The Weekend Australian, October 15-16, 2011 • Lend Lease heads up inclusive workplaces – Sydney Star Observer, Star Online, 20 November 2011 • Ready to take the next step - With Pride, Sydney Star Observer, 6 January 2012 • JOY 94.9 campaign begins – 23 January, 2012

Queer Leadership Podcast Series: Dawn Hough

To listen to Dawn’s interview go to:

JOY media campaign begins Pride in Diversity is thrilled to announce the start of two on-air campaigns with Media Partner JOY 94.9. The first campaign introduces listeners to Pride in Diversity with an encouragement to get on board. The second, specifically targets Index participation for those organisations already actively working on LGBT inclusion.




TICK START PLANNING... OPE ET S N SH ALE it’s nearly time ORT S ANNUAL PRIDE IN DIVERSITYLY BUSINESS LUNCHEON AND AWARDS CELEBRATION May 17, 2012 : Ivy Ballroom, Sydney held on International Day against Homophobia, From 12 noon Last year, tickets to the annual Pride in Diversity Luncheon and Awards Celebration were sold out within the first week, the event was a spectacular success with over 145 people in attendance. This year we have an even greater event planned at the prestigious Ivy Ballroom in Sydney, accommodating up to 300 guests, celebrity speakers, entertainment and a networking opportunity on conclusion, so save the date and organise your attendees. This is a great way to celebrate International Day against Homophobia, congratulate award winners and network with some of Australia’s most proactive organisations when it comes to LGBT inclusion. We will be opening ticket sales shortly. Be quick to avoid disappointment.

INDIVIDUAL TICKETS: $165.00 per person (plus GST) CORPORATE TABLES (seating for 10): $2200.00 per table (plus GST) with table signage and recognition within the luncheon program

Seeking Corporate Sponsors: Awards Luncheon We are currently seeking corporate sponsors for the Awards Luncheon in the categories of Sponsor (3 only), Premium Sponsor (2 only) and Gold Sponsor (1 only). If your organisation is interested in sponsoring this signature event, please call Dawn at Pride in Diversity on (02) 9206.2136 to discuss possible options.


Why you should participate:

To download submissions documents:

Participation will: Please download the 2011/2012 Participation Guide, and The 2011/2012 Submission Document For optional employee survey: You will require a password and security code, please call Pride in Diversity for these codes. Deadline for submission: Friday 30 March, 2012 AEST Cost: No cost (You do not have to be a Pride in Diversity Member to participate.) For assistance: Dawn Hough (02) 9206.2136 or email

Index Publication A Pride in Diversity Australian Workplace Equality Index publication will be produced mid year. The publication will be based on the equivalent publication by Stonewall UK and will provide • A word from the Employer of the year 2012 • Executive Summary of findings • 2012 Australian Benchmarking Data • A  list of Australia’s top 10 employers for lesbian, gay, bisexual, transgender employees • R  ecognition of Employer of the Year and highest ranking public or private sector employer • R  ecognition for star performer employee network groups and employee network group of the year • Recognition of most improved employer • P  rofiles of some of the year’s top employers and award winning practices • Looking ahead – 2012/2013 index.

The top ranking employers will be awarded with a formal 2012 recognition logo for their internal and external use. All top 10 member organisations will also be awarded commemorative Top 10 Employer lapel pins. (pictured - Last years’s logos)

Participation is free to both members and non-members.

• E nable you to contribute to the only Australian, national benchmark that focuses exclusively on LGBT inclusion initiatives • P  rovide you with external, objective feedback on your initiatives, strengths and areas of growth by which you can gauge current and future success • E nable you to benchmark your inclusion initiatives against the public sector, private sector and Top 10 employers • E nable you to gauge this year’s progress, or next year’s progress based on your overall percentage score • P  rovide you with two hard copy publications of the 2012 benchmark publication • P  rovide you with a certificate of participation and transcript of your overall percentage and section breakdown score for your records – new! • P  rovide participating organisations with a 7% discount on individuals tickets (or 5% discount for a corporate table) at the Annual Business Luncheon and Awards Celebration on May 17 (International Day against Homophobia) – new! In addition, full members of Pride in Diversity will receive: • C  omprehensive analysis of your feedback, section by section incorporating a formal presentation by Pride in Diversity to your key internal stakeholders (avail.for purchase by non-members) • 5  copies of the Benchmark Publication (in total) plus a soft-copy for distribution and upload • F ull strategy support for all of your LGBT inclusion initiatives throughout your membership year

Awards and Rankings Only the top 10 organisations will be named and acknowledged within the Top 10 employers for LGBT employees list, 2012. An Employer of the Year award for LGBT employees 2012 will also be announced along with the highest ranking public or private sector employer. Top ranking LGBT employee networks will be provided with Star Performer Network Status 2012 with the LGBT employee network group of the year being awarded for the highest ranking. A most improved award will be introduced for the first time this year.

The Australian Workplace Equality Index Purpose:

The Australian Workplace Equality Index (AWEI) is the Australian benchmark for LGBT inclusive workplace practices and initiatives. As a result of participating in this index, you will have the opportunity to receive comprehensive individual feedback on your submission along with strategy support for 2012/2013 (members). Non-members will receive their percentage score, some preliminary feedback and will have the opportunity to engage Pride in Diversity to provide feedback and strategy support should they so choose.

 The AWEI also acknowledges those employers who lead the way via the Top 10 employers for LGBT employees recognition. Employers recognised within the top 10 listing will have the opportunity to showcase examples of award winning initiatives within the 2012 index publication and at the 2012 Pride in Practice Workplace Conference. Period assessed: All questions in this submission refer to the period 1st January 2011 – 31st December 2011. Work outside of this period may be included if it was partially undertaken during the above stated period. Submissions due:All submissions must be received by Pride in Diversity before 5pm on Friday 30th March 2012 (Sydney time). This deadline is final. Pride in Diversity is unable to accept any submissions after this time. This deadline applies to all states.

Important Dates: 30 March, 2012 - 5pm (AEST)


17th May, 2012 AWEI Top 10 Employers announced at the Pride in Diversity annual business luncheon and awards celebration to be held at The Ivy, Sydney. Awards presented by the Hon. Michael Kirby. Tickets can be purchased for this event from Pride in Diversity. July 2012

 WEI 2012 Index Publication released A (Australian benchmarking data and award winning practices)

Late Nov 2012 AWEI Pride in Practice LGBT Workplace Conference showcasing AWEI award winning employers, best practices and inclusion initiatives, expert panels and leading LGBT workplace research presentations. For assistance: Please call Dawn Hough, Program Director on (02) 9206.2136 or email

Confidentiality All submissions are treated with the strictest confidence and viewed only by markers within the Pride in Diversity team. Submissions will be returned to you on completion of all benchmarking work and independent feedback sessions. Pride in Diversity is happy to sign any non-disclosure or confidentiality agreements required.

How will the Index be marked? The index will cover four important areas of LGBT inclusion as well as providing organisations with an opportunity to submit work beyond the scope of this survey as it relates to LGBT inclusion. This year, an optional employee survey has also been included, worth five points out of the total 100 point allocation. The index is weighted according to both the importance and value of work completed, taking into consideration current standards for LGBT diversity practice within Australia. • Policy and Practice (worth 30% of total score) • E mployee networks, executive sponsorship and organisational Awareness (worth 40% of total score) • Diversity Training (worth 10% of total score) • Community Engagement (worth 10% of total score), and • Additional work on LGBT inclusion (worth 5% of total score) • Optional Employee Survey (worth 5% of the total score) Reponses to questions within each of these areas will be awarded points. There are a total of 100 points across the index. Where evidence is required, full points will only be awarded on submission of the evidence. Evidence will be matched against an extensive rubric allowing for full transparency of points awarded within feedback sessions to members (non-members can purchase a full feedback session with strategy support should they so desire). These independent strategy sessions with comparative benchmarks will allow organisations to work towards progressing their ranking in the 2012/2013 index. The top 10 ranking organisations will be acknowledged. Those organisations ranking outside of the top 10 will not be ranked but will receive individual percentage scores (as opposed to ranking) enabling them to gauge year-by-year progress. Scoring against the rubric will be conducted by two members of the Pride in Diversity team, each independently. Comparisons will then be made against the two score sheets. Where there is a conflict of points allocation (which due to the nature of the comprehensive rubric is highly unlikely), the two markers will then consult the rubric criteria for points against the submission for agreement.


DANIEL DANSO DIVERSITY CHAMPIONS PROGRAM, STONEWALL UK Hello, I’m proud to announce the results of Stonewall’s Workplace Equality Index (WEI) for 2012. The WEI is Britain’s only benchmarking exercise specifically addressing the work that employers are doing to support their lesbian, gay and bisexual staff and service users. The process is rigorous and the participation competitive as businesses recognise that high performance is a lever for attracting and retaining the best talent, having an edge in market share, and mitigating the risks of litigation.

Congratulations to the winners, the Top 100 , and indeed all the organisations who took part in both the WEI 2012 and the Global Best Practice Index. The work that is being done to support lesbian, gay and bisexual people in the workplace is amazing, innovative, and bold. There is more to be done however, watch this space. For more information about the WEI 2012 and the Global Best Practice Index please go to stonewall_top_100_employers/default.asp”> http://www.stonewall. All the best, Daniel Danso, Client Group Manager, Workplace Programmes, Stonewall.

This year we had participants from over 20 different industries and from national and international organisations based in the UK. We had over 7,500 responses from the anonymous staff survey portion of the Index, and the results show a direct correlation to the work that organisations are doing to explicitly support its gay staff. This survey, the largest of its kind in the UK, highlights the importance of diversity initiatives moving beyond the tick box to critically looking at implementation and its effectiveness. The launch event was a brilliant success with opening speeches by Ben Summerskill Stonewall’s CEO and Steve Varley, UK & Ireland Managing Partner for Ernst & Young, and awards presented by Lynne Featherstone, MP, Parliamentary Under Secretary of State for Equalities. Here is a list of the award winners

PRIDE IN DIVERSITY CONGRATULATES STONEWALL WEI TOP 10 EMPLOYERS Pride in Diversity would like to congratulate our members that made the Stonewall Top 10 employers list in our sister index the Workplace Equality Index (WEI) – UK Stonewall Employer of the Year: ERNST & YOUNG ‘To say we are thrilled and proud to be named Stonewall’s Emploer of the Year 2012 is truly an understatement. We believe that a strong commitment to diversity and inclusiveness is not only important for our people, but is also a business imperitive in what is an increasingly competitive and interconnected world.’ Liz Binghanm, Managing Partner for People UK & Ireland Ernst & Young

• E rnst & Young are the winners and Top Employer in Britain for LGB people in 2012. • H  ome Office last year’s winner and this year’s runner up and top Public Sector organisation. • Accenture is the Employee Network Group of the Year. • T he Department for Energy and Climate Change and the Most Improved Employer. • a nd Bill Payne from Metropolitan Housing Partnership is the Individual Champion of the Year. We also this year for the first time have added a global aspect to the Workplace Equality Index, and are proud to announce its launch as well. The Stonewall Global Best Practice Index is tremendously useful in helping international organisations understand their ability to promote LGB equality in their organisation and in parts of the world less fortunate enough to be without some of the legislative and social equality that the UK does. The top five Global Best Practice Index employers are: 1. Ernst & Young


2. IBM

3. Goldman Sachs

4. Accenture

5. Simmons & Simmons (LLP)


No 6: GOLDMAN SACHS “Goldman Sachs is delighted to have placed 3rd in the 2012 Stonewall Top Employers Global Index and 6th in the Workplace Equality Index. Diversity is a business imperative for the success of our organization and recognition in the WEI reinforces our reputation as an employer of choice for the LGB community. We will continue to work with best practice organizations to ensure we are providing an inclusive workplace environment that attracts and retains the most talented people in the workforce.” No 7: ACCENTURE Accenture was placed 7th in the Index and also picked up the Award for LGBT Employee Network of the Year 2012. No 8: IBM GLBT Executive Sponsor at IBM Australia, Mark Latchford, was delighted to see that IBM UK was named 8th in the Stonewall Top 100 Employers listing. “The Stonewall Index, like the local PID Workplace Equality Index are valuable because they help companies see where they can improve their policies and practices to be more inclusive of their GLBT employees.”

Out & Equal Workplace Conference : Dallas Texas BRENT CHAMBERLAIN EXECUTIVE DIRECTOR PRIDE AT WORK CANADA In July 2011, Pride at Work Canada launched the country’s first LGBT-specific career site to significant fanfare. Six months later, the site has over 2500 featured openings and is considered to be Canada’s fastest growing diversity job board. What makes this career site unique is that only Pride at Work Canada’s Partners - currently numbering 38 leading employers – are able to post their job opportunities to the site. This has made it the go to place for jobseekers looking for careers with LGBT-inclusive employers. Users can also browse Partners’ profiles and learn more about their corporate LGBT inclusion initiatives before applying. Organizations posting jobs to the site benefit by attracting top applicants from the widest possible talent pool while continuing to build their brand as Canada’s best employers for the LGBT community. For more information on Pride at Work Canada’s career site, please visit

It was a great privilege for Pride in Diversity to be asked by Out & Equal in the United States to present on the status of LGBT workplace inclusion in Australia at their international conference in Dallas in October. Over 2800 people attended the three day conference that focused solely on LGBT workplace inclusion and the efforts of LGBT employee networks. With a strong emphasis on ally empowerment and “being out at work”, the conference featured moving testamonials of LGBT employees speaking honestly and candidly about just how important an inclusive work environment is and how much difference it makes to you personally and professionally when you can work in an environment in which you can bring your whole self to work. Out & Equal also requested a meeting between Pride in Diversity, Stonewall, Pride at Work in Canada and several other international not-for-profit organsations to look at how we can collaboratively work together and utilise shared knowledge, enabling us to work with our respective global organisations on a global basis. The discussions sparked some interesting conversations and ideas and helped to cement what will be valued relationships across like organisations for years to come. Pride in Diversity was joined at the conference by members from Chevron Australia, IBM and Accenture. Favourite quote from the conference: “I was in the closet for many of the organisations I worked for … the size of the closet was directly proportional to what I was able to contribute – I felt constrained, boxed in, unable to really be myself or extend possibilities. Now I’m out and the freedom I experience reflects in my ability to contribute – without constraints, confinement or limitation”





Leading edge strategies for LGBT Workplace Inclusion What an amazing success our first Pride in Practice LGBT Workplace Conference was in November. With approximately 140 participants, 8 breakout sessions, booths for This is Oz photo contributions, World Aids Day stall and conference merchandise there was plenty to give us busy, not to mention the amazing speakers from our Top 10 employers! We would like to send a very big thank you to our conference sponsors and speakers … without you this would not have been possible! A very big thank you also to KPMG for hosting the conference and to KGEN for hosting the networking drinks on conclusion.


Premium Sponsors:


Lend Lease (special thanks to Chris Lamb)

KPMG & Telstra

Workforce Strategies


Session Speakers:

Breakout Session Speakers:

 ark Latchford, IBM (AWEI 2011 M Employer of the Year)

Nareen Young, DCA

Stephen Walker, Workforce Strategies

Steven Preston, IBM (Network Panel)

Russell Lath, Accenture

Delia Quigley, AFP (Network Panel)

 eronique Marques and Jasmine V Neuenhaus, OnePath


Dr. Charmine Hartel (Academic Keynote, Queensland University)

James Collins, PWC (Network Panel) Erin Goulding, KPMG (Network Panel) Bohdan Abrat (Network Panel)  iz Ceissman, Gender Centre L (Transgender, Intersex Panel) J asmine Neuenhaus, One Path (Transgender, Intersex Panel)  ina Wilson, OII (Transgender, G Intersex Panel)



Troy Roderick, Telstra Delia Quigley, AFP Bohdan Abrat, Goldman Sachs Liz Forsyth, KPMG Jake Wyatt & Diana Greshtchuk, PWC

WE TAKE PRIDE IN OUR DIVERSITY At Lend Lease, we define diversity as “all the ways in which we differ�. Our aim is to create environments where people are respected for who they are and what they do, and where individuals are involved, supported, respected and connected so their maximum potential is reached. The Lend Lease diversity strategy is driven through the Australian Diversity Council and a number of Employee Resource Groups.

Our Lesbian, Gay, Bisexual, Transgender and Intersex Employee Resource Group focuses on raising awareness of LGBTI diversity by providing an active voice within the Lend Lease community in our region, and externally through networking and community engagement. Recently, volunteers from across Lend Lease demonstrated commitment to action at our 16th annual Community Day. Just one of our projects took place at Twenty10, a not-for-profit organisation in Sydney that supports and works with young people, communities and families of diverse genders, sexes and sexualities.



Melbourne Networking Event

Sydney photos courtesy of Maryke Blume.

Sydney Networking Event 14


Pride In Practice Conference




pport u s s e t a Deleg e c n e r Confe y t i s r in Dive

Clockwise from left: Mikey Welsh (Victoria Police & UK Cheshire Constabulary); Mikey Welsh; Paul Lee-Maynard (SGLBA); Alison Molloy (LendLease); John Milligan; Ian; David Walton; and Professor Charmaine Hartel (University of Queensland)

Conference Delegates Contribute to This Is Oz Campaign

Clockwise from left: RailCorp Crew; Jarryd & Cathy (RailCorp); Anthony Venn-Brown; Chris; Bill & colleague (RailCorp); Paul Martin; Phillip, Cathy & Phil (RailCorp); Gina Wilson (OII); and Glenda, Cath & Delia (Australian Federal Police GLLOs).

The Price of Stigma and the Role of Organisational Culture Pride in Diversity were delighted to have Professor Härtel deliver the academic keynote at our Pride in Practice Conference last year. The following contribution is based on the keynote given at the Conference. Professor Härtel is interested in research opportunities aimed at improving understanding of inclusive organisational and leadership practices. Professor Dr. Charmine Härtel Management Cluster Leader UQ Business School

Stigma is the term used to describe the devaluing of a person based on negative judgments about the social group to which they belong. Stigma is thus a product of a given society and not of the stigmatised individual. This means that what may be stigmatised in one social context may not be stigmatised in another. It also means that the stigma associated with a social group can be amplified, reduced, created and even removed. Stigma can be attached to characteristics that are visible or invisible. Examples of common visible stigmatised characteristics include blindness, Tourette Syndrome, race. Examples of common invisible stigma characteristics include HIV, addiction, religion (where no external symbol is worn) and sexual orientation. The social, emotional and physical damage stigmatised individuals experience is great. You would think then that having an invisible stigma wouldn’t affect you if you hid it from others. The evidence, however, clearly shows that keeping one’s stigma invisible does not make a person immune from its harmful effects. In fact, individuals with an invisible stigma often live with feelings of vulnerability and emotional stress due to a lack of identification and contact with similar others.

An important cautionary note for organisations is the need to take care not to evoke stigma consciousness by putting excessive attention on employees’ stigmatised status. Stigma consciousness occurs when the stigmatised identity becomes more central (important) to the self. Stigma consciousness can set a self-fulfilling prophecy in motion, creating further stereotypes and stigmatisation from both members of dominant and stigmatised groups. So what can an organisation do to minimise the risk of a boomerang effect from their efforts at creating an inclusive environment? Ensuring the following three activities are central to their implementation of equitable policies and practices is a start. • M  onitor employee perceptions of fair treatment of stigmatised groups (example survey items: The leaders of this organisation are committed to the equitable treatment of lesbian and gay employees; The policies of this organisation are fair and equitable to lebian, gay, bisexual and transgender emplyees). • M  onitor stigma consciousness (example survey item: Most heterosexuals in the workplace do not judge LGB employees on the basis of their sexual preference). • A  ctively create an inclusive environment e.g., anti-harassment training includes examples of stigmatised groups, anti-discriminatory policies are spontaneously enforced even without complaints, diversity is embraced in such a way that members of stigmatised groups are able to bring their authentic self to work.

Based on a survey study of 1179 lesbian and gay professionals from 35 countries, Dr Raymond Trau and I showed that even if employees with an invisible stigma decide to leave their identity at home, perceptions of an inequitable organisational context can still extract this identity, exposing them to stigma-related anxiety and its negative aftermath. In fact, the more an organisation intentionally or unintentionally neglects or rejects an invisible stigmatised group, the more important that group identity becomes to the members of that group. This poses a problem for organisations because it means they have to deal with potential stigma even if they don’t see it in their organisation. Exclusive organisational contexts are work settings where stigmatised groups are excluded in policies and practices. Such exclusion symbolises that prejudice and discrimination will be tolerated. The result is that members of stigmatised groups perceive a lack of protection, which increases the likelihood of attributing negative feedback and otherexperiences to prejudice against their group as well as reduces the likelihood of disclosing and sharing their stigmarelated experience with others. Our data also show that the perception of inequitable policies and practices reduces the organisational commitment, job satisfaction, and intention to stay of individuals with an invisible stigma. In order to truly create a diversity-embracing workplace environment, organisations need to ensure their environments comprise co-workers and supervisors who are supportive of sexual orientation diversity such that all employees are free to bring their true identity to work. Organisations need to be mindful that the presence of equitable policies and practices may not overcome subtle forms of prejudice and discrimination. For this reason, organisations also need to tackle subtle forms of stigmatising attitudes and behaviours to avoid the negative individual and organisational outcomes that flow from invisible stigma.



Sen’s Corner - Consolidating human rights When it comes to recognising lesbian, gay, bisexual, transgender and intersex (LGBTI) human rights, much of the debate seems to concentrate on the issue of marriage equality. While a significant issue, we must recognise that Australia’s haphazard approach to recognition has stifled more than just the relationships of such diverse communities. Despite ratifying numerous international human rights treaties, sexual and gender minorities continue have limited legal recognition and little access to policy infrastructure to challenge ongoing discrimination. So why do we shy away as a nation when it comes to committing to the broader question human rights? Currently, each Australian state and territory has anti-discrimination laws that to some extent protect sexual and gender minorities. However, these protections remain highly disparate, characterised by inconsistent terminology and wide-ranging exemptions. The recent United Nations (UN) Universal Periodic Review reiterated the importance for Australia to protect the human rights of its LGBTI citizens. Australia’s response to this was mixed. While the Government rejected the recommendation for marriage equality, it endorsed the inclusion of sexual orientation and gender identity as part of the consolidation of anti-discrimination laws and the National Human Rights Action Plan.

outsourced government services. The rationale underpinning equal opportunity legislation is to redress a history of social inequity. It is counterintuitive then to permit permanent and automatic exemptions to discriminate against those it is designed to protect. A stronger statutory framework alone, however, will not ensure social justice for sex, sexuality and gender diverse people. Policy initiatives must elaborate on legal reform by providing education campaigns to challenge prejudice, adequate funding for a national peak body, and clear public accountability for LGBTI rights protection. Lynne Hillier et al. observes in Writing Themselves In 3 (2010) that approximately 60 percent of same-sex attracted and gender questioning young people experience verbal or physical abuse, 80 percent of which occurs in school-based settings. In addition, the report indicates homophobic victimisation has increased over the past decade, signaling the need for comprehensive, LGBTI-specific, diversity education to challenge prejudice in schools. This is not unique to young people. Elderly LGBTI couples have had to live most, if not all, of their lives with the threat of criminal sanctions, or, at the very least, social stigmas regarding their intimate relationships. Now these couples are coerced into remaining silent over their sexuality.

While a commendable endeavour, this proposed harmonisation process must commit to the international human rights law articulated by the Yogyakarta Principles. While these principles provide a useful foundation for addressing human rights in terms of “sexual orientation” and “gender identity”, anti-discrimination laws must be carefully drafted in order to include intersex people and individuals with diverse gender expressions. Current equality legislation also remains limited in insistence about thinking of discrimination in single identities or characteristics. As the Yogyakarta Principles allude to, this kind of discrete approach tends to obscure the intersections between individual identities.

Prejudice, or even simple ignorance in school or in aged care services, results in the denial of appropriate care because legal and policy reform remains somewhat blind to the vulnerable position of many elderly sexual and gender minorities. While the Federal Government has made broad rhetorical claims to improve our human rights culture, these political gestures are of little significance unless comprehensive, inclusive, and appropriately resourced rights protection is available for all LGBTI people in Australia.

Senthorun Raj is the Policy and Development Coordinator at the Gay & Lesbian Rights Lobby and a regular contributor to the Pride in Diversity newsletter

For example, as one participant noted in the Australian Human Rights Commission (AHRC) consultation on sexual orientation and sex and/ or gender identity discrimination, how would you respond to someone who says to you, “Why don’t you poofters drop dead of AIDS”? Such a vilifying statement not only relates to a particular sexual orientation, but also connects it to an HIV status, which is characterised separately as a disability. Public policy responses to litigating such prejudice, therefore, must acknowledge the indivisible intersections of discrimination. Reforms must further address how discretionary exemptions in legislation undermine substantive equality for LGBTI people. For example, in NSW, many religious organisations play a vital role in the provision of public services. However, should a faith based organisation wish to do so, the Act provides an exemption to allow the exclusion of a LGBTI person from providing foster care, or the expulsion of a student at a religious school on the sole basis that their ‘homosexuality’ or ‘transgender status’ was perceived to compromise their religious sensibilities. While freedom of religion must be balanced against other human rights obligations, an important distinction must be drawn between what is an inherently religious function, and what is effectively public administration. In the vein of the UK Human Rights Act, exemptions should not exist where an organisation is in receipt of public funds to provide




of our Poster Design Competition

Pride in Diversity Fundraising Merchandise To support all your LGBT inclusion initiatives Support the work of Pride in Diversity while enhancing your workplace inclusion initiatives – you can now shop online at:



NEW Pride in Diversity Video Project We are excited to announce our new Pride in Diversity video project and as a result, we are calling on member organisations and individuals for submissions. What is the Project? The project seeks to create an engaging Pride in Diversity video series that members can utilise throughout their organisations to help promote their LGBT inclusion initiatives. Some of these videos will be placed on our public website, and on YouTube. Others will be for members use only.

Get involved in the 2012 PiD Video Project!

Members will be provided with a CD of each of these videos for their internal use as each series is launched throughout the year. Depending on the success and utilisation of these videos, we anticipate that this project will be ongoing. Ultimately, the videos will be built into engaging training programs that members can purchase at discounted rates. These training programs will be fully endorsed by Pride in Diversity and trainers from within member organisations will be trained in their delivery. However, the video content in itself will be provided to all members free of charge for use throughout the duration of their membership.

What will the videos cover? Initially we are planning on short videos that will cover: • T he business case for Pride in Diversity membership (with members discussing their experiences) • P  articipation in the Australian Workplace Equality Index (with award winners discussing their experiences) • What it means to be out at work (individuals discussing their views) • E xperiences of LGBT individuals at work (individuals discussing negative/positive experiences) • S upporting LGBT employees from an HR perspective (interviews with HR professionals) • Role of the LGBT ally Currently we are seeking submissions for: • What it means to be out at work (individuals discussing their views) • E xperiences of LGBT individuals at work (individuals discussing negative/positive experiences) If you would like to participate in this project or for more info please visit Upload Guide: An upload guide will shortly be available on our website designed to ensure the highest quality videos for our production. Should you have any questions in relation to this, please email



Sydney Mardi Gras 2012

Pride in Diversity will be taking a break from participating in the Sydney Mardi Gras this year. With still relatively low numbers participating, we have decided to instead offer our members the opportunity to walk in the ACON parade should they still wish to participate. We will revisit interest next year and if we do receive sufficient interest from our members, we will once again participate in 2013. Should you wish to participate in the ACON float, please register via: mardigras2012

Pride in Diversity Members FOUNDATION MEMBERS





ING DIRECT Goldman Sachs Suncorp American Express Australia National Australia Bank Deutsche Bank AG ANZ Bank of America / Merrill Lynch Westpac Macquarie Bank Credit Suisse JP Morgan


KPMG PricewaterhouseCoopers Accenture Australia Ernst & Young


Lend Lease


Chevron Australia Pty Limited


Griffith University, Queensland University of Western Australia Curtin University, WA University of Queensland Macquarie University


NSW Carers Prostate Cancer Foundation of Australia


Australian Federal Police Department of Defence Department of Health and Ageing Department of Human Services


RailCorp Department of Transport (Vic) South Australia Police






Allens Arthur Robinson


IBIT Solutions


British American Tobacco



Contact Details Pride in Diversity PO Box 350 Darlinghurst 1300 Tel: (02) 9206 2136 | Fax: (02) 9206 2002 | Hearing Impaired: (02) 9283 2088 Email: |

Pride in Diversity was established as a collaboration between:

Pride In Diversity Official Media Partners



Pride In Diversity - January 2012  

Pride In Diversity Newsletter January 2012

Pride In Diversity - January 2012  

Pride In Diversity Newsletter January 2012