Let’s Rise Together: The LGBTQIA+ Workplace

Welcome to Hire Potential with Indeed, a series of fireside chats with experts in diversity and inclusion, employer branding, recruiting, HR and more.

Did you know that in 2020:

• 6-10% of population identify as queer
• 60% of people who identify as LGBTQI+ don’t feel that they can be openly “out” at work
• 81% of queer workers in customer facing roles say they hide their sexual orientation at work and that figure changes to 63% in office environments 

Thankfully, the world and its workplaces are moving towards greater inclusion of LGBTQIA+ employees and communities. However, representation data is traditionally very low, which means workplaces need to take proactive measures to advance their D&I strategies.

There exist a multitude of practical changes that workplaces can implement to create safe spaces to close pay and opportunity gaps such as role modelling inclusive language, acknowledging significant days in the queer calendar (e.g.Mari Gras and Pride Day), reviewing gendered language and ensuring leaders are well educated on LGBTQIA+ inclusion. 

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Prologue

Erin: Welcome to Hire Potential with Indeed. A welcoming workplace is built from the ground up with attention to diversity, inclusion, accessibility and openness. But the way many leaders and companies approach this is full of gray areas, uncertainty and quite often, fear. Hire Potential with Indeed is here to demystify the process through the most powerful channel possible, conversations, groundbreaking ones, too. 

I'm your host, Erin Waddell, strategic insights consultant and D&I evangelist in Australia for Indeed. I've worked in the recruitment industry in Australia for the last seven years and have been in Australia for 10 years. 

In this podcast series will tackle the issues we face in the modern workplace, from diversity and inclusion to remote working, accessibility, fair hiring practices and more. This podcast is an initiative of indeed.com, the world's number one job site with over 250 million unique visitors every month from over 60 different countries. 

Introduction

Before we dive in, I wish to acknowledge the traditional owners of the land on which we are meeting today and to any Aboriginal or Torres Strait Islanders who may be listening. I pay my respects to their elders past, present and emerging. 

In this week's episode, we'll be discussing how we can take steps to help ensure LGBTQ+ employees feel recognised, respected and included in the workplace. An inclusive work environment is positive for everyone. When we feel respected, recognised and supported in our workplace, we tend to be more confident in bringing our true selves to work. And as a result, we are more motivated, productive and innovative. But with our 2021 D&I report uncovering that 60% of LGBTQ+ workers in Australia feel the need to hide their sexual orientation at work, employers in Australia still have a long way to go to create a truly inclusive work environment for their LGBTQ+ employees. In this episode, we speak with Catherina Behan, diversity and inclusion manager at Suncorp to discuss how we can make progress towards ensuring we are building a workplace where LGBTQ+ folks feel supported, included and confident to be their true selves at work every day. Welcome, Catherina.

Catherina: Thank you so much. And thank you for having me along today.

Erin: It's our pleasure.

Could you please share with us a little bit about your role at Suncorp?

Catherina: Yeah, sure, absolutely. So, I'm based on Gadigal country here on inner west Sydney. And I would like to start our conversation today by acknowledging that Aboriginal land and sovereignty, were never seated, I would like to pay my respects to the custodians of the land skies and waterways that we are on and to the elders past, present, and future. I'm personally committed to the conversation of reconciliation here in Australia, and also for our employees in Aotearoa to uplifting their voices too. So, it's a pleasure to chat about abut my role and all things LGBTQI today. So, I've been with Suncorp for about three years now. And I lead that diversity and inclusion portfolio across Australia and Aotearoa as I mentioned, that's across about 13, 14,000 employees, give or take.

So, a lot of folks and there are a number of different brands under the Suncorp banner as well. 

So, Amy, or APS, Shannon's are probably the better recognised ones. And that means that whilst it's not a very large organisation in terms of size, it's certainly not the largest organisation I’ve worked with, but it's complex in the sense that there are different brands and so different diversity needs and inclusion focuses. So, the role in itself is quite interesting because of that. We're spread across Australia and New Zealand, Aotearoa, and also in terms of spread across different communities, I guess, and customers and communities to serve. So, a really enjoyable, interesting role with lots of different areas to get stuck into and really try and make a change in.

Erin: Yeah, it sounds like it. And of course, can't forget all the different subsidiaries that Suncorp has. So, you must be really busy trying to keep up with everything happening across multiple sectors and countries and holidays. 

Catherina: Yeah, absolutely. And I think that's quite often for most folks who work in diversity and inclusion, I’ve been doing this for 10 or 15 years now. I'm showing my age. And I think for most folks that's what's exciting and what really gives us energy about these roles because working within diversity and inclusion is quite difficult and it can be quite draining or challenging conversations and challenging things to do worthwhile. So, getting that variety and that interest across, as you say, lots of different diverse communities is really what makes it interesting.

Erin: Yeah. And it keeps it fun, I suppose keeps it challenging.

Catherina: For sure, for sure.

Erin: And you're always learning something. I think it's important if you're doing work like this that you're consistently learning, you're never going to hit the Nirvana of D&I, there's always going to be things to learn and grow into, I think it's great. 

And so, when it comes to Suncorp, what are they currently doing to provide equity and support for the LGBTQI+ workers?

Catherina: So I think in general, we tend to approach inclusion or D&I, diversity and inclusion, and look at the community over about three streams of if I can name them that or call them that. And usually it's around employment or representation, so making sure that communities are represented in our organisation. Then there's some education or training component to that, whether it's up scaling our leaders and our team members, or up scaling, customer facing folks on different diversity aspects. And then there's also a special project. And usually that special project is very specific to that diverse community. So, there, there are a lot of inclusion practices that you can apply across the board. But in some instances, you have very specific needs.

So, when it comes to LGBTQI representation, we're doing a lot of work to actually just understand where we sit as an organisation with LGBTQI representation. And not just what the data is telling us or how many people feel safe to disclose. But taking that a step further, and looking at engagement levels and sense of belonging in connection with the LGBTQI employees. So, yes we have x amount of LGBTQI employees, but how does that person feel compared to a heterosexual and or cisgendered person in the organisation. So, really trying to understand the sense of belonging in terms of representation there. 

For training, specifically, we have a broader LGBTQI awareness training that is available for everyone in the organisation. And we also ensure that our executive leadership teams, our ELT levels, go through that training as well. And then there's specific training components that are connected to large change pieces or new initiatives. So, we make sure that there's an LGBTQI lens, any over those changes. So, for example, domestic and family violence, a couple of years ago, we started looking at domestic and family violence brought in paid leave and lots of support and consideration. But we were sure that we also ran a training session for leaders and team members around what that looks like in same sex relationships too, because it's different in same sex relationships. Also, when we were looking at parental support increasing leave, and that thing, we made sure that we were taking a lens on nontraditional, as its phrased, nontraditional family units and making sure that LGBTQI folks were included in that too.

And obviously, LGBTQ folks are called out as a protected attribute in our D&I policy. And we also ensure that our employee assistance programs or EAPs have LGBTQI counselors. So, that's all the education awareness piece. 

Our special project is we're just diving into this financial year, which I'm really excited about. We're looking at gender affirmation specifically for our employees and making sure that we have a consistent and really good experience for folks who were affirming their gender.

And last but not least, I almost forgot to mention employee resource groups, which are so important in this space. And most folks that you've chatted to have mentioned some, maybe network within their organisation, but their employees that are either LGBTQI themselves or allies of that community. And they're really instrumental in operationalising the strategy at a grounds level. So, we have an incredible, really, really great supportive employee resource group as well. And they make a world of difference.

Erin: I love to hear about companies having employee resource groups, because it tells me that they're really listening to their employees and they really care what they have to say. A lot of the time, I feel like there's probably things happening at a ground level in a company that maybe the SLT isn't aware of. And that's where these employee resource groups can really come in and start to make the management and the leadership teams aware of things that are happening that need to change and it can be so powerful for a company to not only give their employees the space to be passionate about either their community or the community that they're an ally of, but also to grow as a company in a way that they probably weren't expecting to grow or needing to grow.

Catherina: Absolutely, absolutely agree. And I think it's vital to, to any organisation that they have the right voices at the table that, we all have different parts of our identity, right, we all have different diversity cards, as I like to call them. But we can't speak for everyone and getting a good cross section of folks at the table, that is so important. And I think that an extra step too, as you said, it's important to hear those voices, but making sure that as much as we rely on them as a voice and in a sense, check things, making sure that they feel like they are being appreciated for that. And that's why I call them a resource group, right. So, that through their involvement, that they get some up scaling, they're able to grow professionally, that get exposure to leadership teams that they perhaps wouldn't because of the nature of their role, and they get to, to really benefit from that executive or senior level sponsorship, I think it's really important sometimes, some organisations for no ill intent at all will put a lot of emotional labour on an employee resource group and they will do a lot of the work, but not recognise the fact that they're such an incredibly integral part of the conversation in organisations, and both folks need to realise the value of that.

Erin: Exactly. And I think it's really important when you said about making sure that they have a seat at the table and a voice, that they are the ones driving the decisions based on what their community needs, instead of having those decisions made for them. And I think that goes for any underrepresented group out there.

How to support your employees who are not out at work

And I just wanted to talk about something else that I think especially with the LGBTQI community is really important to touch on, especially when it comes to a workplace setting. There are a lot of people in the community that have varying degrees of self comfort with being out in the workplace. Indeed did a recent survey, and found out that in fact, 60% of people that identify as LGBTQI+ say that they don't feel that they can be open out at work. In your opinion, how can a workplace support those that might not necessarily be out at work?

Catherina: I think it's such a great point, Erin, you make around, some folks will not want to dispose. And that can be for a lot of reasons. So, I think it's really important to note that not every LGBTQI person wants to or is planning to come out. And there are a lot of reasons for this. And they're all probably as unique as the person themselves. But being out and out of the closet, it shouldn't be seen as the end goal for somebody, or the only valid way of being queer, right? So, I came out when I was 15. And as difficult as that was, while I was still living with my family, I was being raised in world Catholic Ireland and attending high school at the time. So, it came with difficulties. But that was still a privilege for me, I was in a privileged position to be able to do that. So, I think it's really important to acknowledge that.

And linked to that, which I guess is you know that the next part of your question, linked to that, is that workplaces, I think, need to realise that when their representation data or their diversity data, is telling the truth and when it isn't. So, there may not be the amount of folks disclosing that's actually reflective of your organisation. It's common, I think, for organisations to business plan against an employee segment or a customer segment, understanding who your customers are, so that you can adequately support them. And for some diversity communities, LGBTQI folks, in this case, representation data is traditionally low. I mean, you gave that statistic in your comment, which is shocking, but not surprising, as they say.

So, it would be easy to think that, “Well, that's just a small percentage of our employee base. So, let's focus on another more largely represented group.” And that's sometimes where D&I, diversity and inclusion planning can go a little bit wrong. And some folks might ask, “Well, how am I supposed to know what to do if I don't know my data, if I don't know who's around the table as such?” I think that the best practical tip, I think, that I can give is treated as overall inclusion. So, role model safe spaces for your employees in general, not just the ones that you know about, right.

So, in practical terms, because it's all well and good to say that, but in practical terms you could maybe have a look at the gendered language you're using, unnecessary gendered language and policies, maybe in uniform mandates or anything like that, if you have them, or maybe even if your diversity data is telling you that everyone in your organisation identifies within the binary norm, then maybe that's--, because you're asking the wrong questions. But you can also do symbolic things, again, not without needing to know how many LGBTQI folks are in your organisation, you can acknowledge significant days in the queer calendar. So, where purple, IDAHOBIT International Day against Homophobia, biphobia and transphobia, Mardi Gras or Pride, make training available and role model inclusive language.

You never know who's sitting at the desk opposite you or at home who's on the virtual call or who's around the same meeting table. So, I don't think that organisations should just cater for those folks that they know about. It should be inclusion broadly.

Erin: And it's interesting that you say that, because there is a statistic that says there's probably more people that you know or are at your workplace than you actually realise who are in the LGBTQI+ community. And I think it's between six and 10% of the population identify as queer. And I think that what you said about you never know who's listening, or just because they haven't come out to you or it's not known that they're out, you don't know how they identify, and it's better to just be inclusive altogether. That's a really great tip.

And just on that as well, a lack of complaints is not an indication of workplace inclusivity, especially for the LGBTQI+ community who may remain silent out of fear. What resources can a workplace instill to ensure that employees who identify as LGBTQIA+ have the space to voice their safety concerns anonymously?

Catherina: Yeah, gosh, it seems like one of those foundational 101 things to say that a lack of complaints shouldn't be what you focus on. But I understand why you would want to look at that, it's certainly not the best measure of any inclusion initiative. But I think for a long time, we've given the business case for diversity and inclusion, we've spoken about it can reduce complaints and it can increase engagement and reduce sick time leave and time taken out of the workforce. So, there definitely has been conversation that has been skewed around complaints. But I think that while it does help the business case, to a degree, that that's appropriate at some levels to have that conversation, but it's far more valuable to measure what you want to have, if I can express it that way. So, rather than measuring based on negative outcomes, that you're looking at what you do want to build; a safe, inclusive workplace. That's much more valuable than looking at the measure. But I digress. 

What can organisations do, I guess, at this point, what we're talking about here is really looking at your internal systems and your internal complaints processes, and making sure that there are no inbuilt or inherent biases in that process, and making sure that there's a support system for employees. I mentioned earlier our employee assistance program, EAPs, most organisations will have those, so ensuring that there's folks on the other end of the line that are bursting and confident in LGBTQI issues, that's a good first step, also looking at your harassment and discrimination policies, looking for that inclusive language, but making sure that you're calling out protected attributes in there, such as gender identity, such as sexual orientation. And these are things that you can do without an employee ever having to hold their hands up and say, “I'm queer, I'm part of the community.” Making sure that your leaders are educated so that if there is a complaint, or if there is an issue, they understand the systems of redress, and conversely, that your employees understand that too. So, that your complaints process is really easy to access, you know all the steps to follow.

And I think another good tip, if organisations can do it, especially when it comes to anonymity is building in questions in whatever feedback or engagement surveys you run, most organisations will have maybe a six month or an annual type of engagement survey. It's really good there to build in some feedback sections in that too. So, yeah, I think that it's really about just understanding your processes and looking for those inherent points of discrimination, and addressing that as best you can.

Erin: When it comes to making sure that you have the right people and in the right roles, that's a really, really big one. Because if the person that someone needs to take--, if you are an employee that has an issue and you don't feel comfortable going to the person that you need to, to talk about it, then that can be a major cog in the wheel for even raising the issues in the first place, which is where the lack of complaints can mean nothing. Especially if you think about different types of workplaces, and I actually have some interesting stats that I can share from our White Paper, just that 81% of queer workers in customer-facing roles like retail or hospitality say that they hide their sexual orientation at work. And that changes to 63% for office environments. So, those are some pretty high numbers of people. And I can just imagine that if you feel like you have to hide yourself at work, that you're probably not going to make a complaint if something's going wrong, because then that's going to out yourself when you're not ready to do that, and it has a chain reaction. So, these little things can really build up to big problems for companies, I think.

Catherina: Definitely. And I think if I could pick up on your point about folks who are in customer-facing roles, the retail statistics, I think that that's such an important conversation to have as an organisation. A lot of times you can tend to be a little bit inwardly facing and just look at your perhaps you're enabling parts of your organisations or those folks who are not on the frontline, not on the branches in the store, or whatever it might be. And something that's really important in those instances is to ensure that you that your customer aggression policies or your customer aggression training includes things like LGBTQ hatred, because of LGBTQI status, the same way as it would and should include hatred and vilification because of ethnicity or heritage, I think it's really important that our complaints systems and all those type of bureaucratic processes, if you forgive the phrase, that they're not just built around knowledge workers, they're not just built around the person who sat at a desk, which is incredibly important, but that they're inclusive of everyone in your organisation, including folks who might face it not from their colleague, but for when somebody walks into a store.

Erin: Yeah, I mean, I hate to say this, but I think we've all experienced that. I can think of multiple examples of being in a store where I'm seeing certain people treating certain employees a certain way, because they don't look like them, or they don't have the same accent as them, let's say. Here we are with our super Australian accents. 

Catherina: I love diversity in this podcast.

Erin: It's not just Australia, it's everywhere.

Catherina: It's everywhere, for sure. 

How to ensure your employees are being acknowledged as the gender they identify as in the workplace

Erin: But here's another really interesting question that I would love to get your take on, which is, how can a workplace ensure that employees, including people who identify as transgender or gender diverse or non binary or those that might be going under gender transition, are acknowledged as the gender with which they identify?

Catherina: Big question, isn't it and I think that even the way we think about these questions being acknowledged or being accepted in spite of--, it's that such fundamental 101, basic human respect stuff. And when it comes to gender affirmation in the workplace or non binary, gender fluid identities in the workplace, I think it's something that's quite new to organisations to talk about. I've worked in D&I in Europe, in Malaysia and in Australia, so three different parts of the world that were at different parts of their journey with this conversation. And I think that this idea of how do we make sure that somebody who's affirming their gender is acknowledged as their gender? That's a great start, and has to be only the start.

Organisations need to think about each point of the employee lifecycle. So, if I'm affirming my gender, and I come to interview for your organisation, are my correct pronouns used? Is my correct name used? And that comes down to, we talked about bureaucracy, but that comes down to, “Well, when I filled out the form to apply for the role, was I given an option where I could identify? Was I given an option that tied me to my birth certificate, which may or may not reflect who I am?” All those kinds of things that organisations need to think about in terms of each step of that employee lifecycle. And for me, acknowledging that is only the first step and it should be a fundamental case of respect and decency.

Erin: Why is it important to ask someone their pronouns?

Catherina: It's a great conversation, right? I think it's important to ask somebody their pronouns, because it's important to know who you're speaking to. And I don't mean that in a flippant way at all, I'm a cisgendered woman, and if I went into the organisation, and somebody kept calling me by my incorrect name and kept calling me a him or a he, I would feel very uncomfortable. I would not feel acknowledged or seen and I would feel misrepresented and ultimately silenced. 

So, I think it's important, again, I go back to that basic level of fundamental connection with the human, but that we know who we're speaking to. And a tip that I often give is, comes back to those visual symbols too, put pronouns in your email signature. You know the way there's often a place where you know your name, so it would be Catherine Behan and then my role and whatnot, just put in brackets she, her, because the more we normalise these things, the more people will start a conversation, the more people will ask what might seem a silly question, “What is the pronoun?” That's a space to engage and to educate, right?

Erin: Yeah. And it's not hard to do.

Catherina: No, it really, really isn’t.

Erin: It takes you no time. Most of us at Indeed have our pronouns in our emails as well, that's something that we've made an effort to do, which I think it's the easiest way to show your allyship with someone that might not fall within the traditional gender spectrum, which I think is a wonderful place to start. 

When it comes to safety, this is a big one for the LGBTQ+ community. 13% of queer people feel that they are not treated equally, where they work. And 20% work in places where they are not confident action would be taken in response to discrimination, which is terrible. So, where can LGBTQ+ workers that are facing discrimination turn to if their workplace fails to respond to their needs, and they feel unsafe?

Catherina: Wow, it’s a terrible situation. And those statistics, again, it's just quite sobering, those statistics. I think the most obvious answer to me is the Australian Human Rights Commission, the HRC. LGBTQ rights are, after all, human rights. And that seems like an obvious thing to say, but for some folks, it isn't. And unfortunately, for some of these organisations that you're speaking about, perhaps they don't realise that either. And these rights, specifically LGBTQI rights, in Australia, they've been protected under federal law since 2013. That seems far too recent, but protected under federal law since then. And that's protection against any discrimination based on sexual orientation, gender identity or intersex status.

So, if you've exhausted all the internal avenues, and you are getting no redress or no support from your organisation, then there are times when you need to step outside of that, that takes a lot of bravery. And it takes a lot of support. But I would absolutely recommend the Australian Human Rights Commission. I know organisations will pay attention to those complaints, absolutely.

Erin: It is sobering. And you really hope it doesn't have to get to that point. A person as a person, when it comes to them doing their job, that should be the only thing that matters, let's just put it that way. Even the fact that we are having a discussion about pronouns that wasn't happening 10 years ago, even the fact that there are employee resource groups dedicated to people on the queer spectrum, people that have disabilities, that's something that wasn't around even in the 90s, early 2000s, in a lot of companies. So, hopefully, when it comes to the allyship side of things, and when it comes to the intersectionality of people who maybe they are part of the LGBTQI+ community, but they might also have a disability, and they might also be from a culture where being either of those things could have a serious detriment to their life, their work, their happiness.

Can you just talk to me a little bit about the importance of intersectionality?

Intersectionality within the LGBTQIA+ community

Catherina: Absolutely can. It is one of those things, you've mentioned that workplaces are evolving, and it's feels slowly sometimes, but conversations that we couldn't have in the 90s we started having in the early 2000s conversations that we're having right now, we couldn't have five years ago, and the conversation will continue to change. And I think that intersectionality is definitely something that organisations need to start looking at. And even the education around it. So, not one person, as you said, not one person has just one thing about their identity, right, not just one thing that's unique or diverse about them. And the importance of intersectionality is it's not a shopping list of all the parts of your identity. It looks at what happens when those different parts of your identity meet, to cause and compound that discrimination.

And so, even if I look at myself, I don't speak on behalf of all neurodiverse or chronically ill, disabled or queer women, but we know that queer women are more likely in Australian workplaces to experience sexual harassment. We know that women with disabilities are three times more likely to experience sexual violence and twice as likely to experience that from a partner. Women with disabilities are less likely to be in paid employment than women without disabilities, and when women with disabilities are in employment, they're paid less than women without disabilities, and they're paid less than men with disabilities. I think that's a really important thing to look at.

So, if you're a minority within a minority, it's no longer whether or not your needs are being met, it's no longer whether or not you've got the support systems, it's that your needs are not even being thought of. Workplaces are a microcosm of society, if you're invisible in everyday life, if the intersectionality of your experience is invisible and unhardened in everyday life, you are going to be invisible in the workplace, in organisational policies, in frameworks. And organisations will lose out unless they start looking at that. They'll lose talent, by not acknowledging those intersections. They'll cut out those innovative voices and solutions, they'll cut themselves off from the communities they do business with the customers they serve, essentially, there'll be silencing a large section of that. And I'm not a unicorn, there are many women like me where we're in society, we’re in the workplace or in your teams and organisations need to start looking at that.

Erin: Those were some very powerful words, and as a disabled woman, I feel that in my bones, because it's true, you're already facing an uphill battle in life in general. And then when you put it that way, when you layer everything else into it, it's really frustrating. I mean, you are, I am, people who are in underrepresented groups, are literally just as capable, smart, and contribute just as much to their organisations.

So, knowing that this is such an uphill battle, and this really is a great way for us to sign off, and this is our final question, what is it ultimately going to take to ensure a better and more inclusive workplace in the future?

Catherina: We really do need a better awareness of what inclusion is, and not some of the conversations you spoken about saying in terms of the complexities of intersectionality, but just the fundamentals of what inclusion is and where your organisation sits, understanding who makes up your workforce, and how you can support them better. Support them to do their jobs better, to be high performing, to give you those better business outcomes, to deliver that great customer service, whatever it might be. And I think organisations need to be realistic about where they are to run a gap analysis, and that, again, that sounds fundamental, but understand where your gaps are. And it may seem daunting at first, but start making those steps. Inclusion is it's not a nice to have anymore, it's not an HR project, a Human Resources project or an org design project, it's not a safety or and well being event.

If a global pandemic has taught us anything, it's that we need to be agile and we need to be innovative in how we approach things, so practical things. If COVID in your organisation has made you start looking at different ways of working, don't let our transition back into the physical workspace stop that. Flexibility is a huge enabler of inclusion. So, I guess to sum up the rambled answer it is education, better education at all levels of your organisation, including yourself, knowing your own positions of power and privilege, and empathy.

Erin: I could talk to you for another two and a half hours. I think that you're right, it's making sure, especially when it comes to the LGBTQ workers, that it's just making sure that they feel safe at work and that their voices are being heard. I think that when it comes down to it, if you have that if you're making sure that yourself, your organisation, your employees, your managers are being educated with a degree of empathy, and that you're at least allowing the space for your queer employees to show up as whoever they want to be at work, for anybody that works for you. It's for anybody that works for you to show up as themselves, be their true selves at work, you will have a much, I don't wanna use the word happier, but a much more cohesive, and you’ll probably have less attrition in your workforce, all the good stuff. So, inclusion really does benefit everyone at every level. Catherina, thank you so much for being here with us today. This has been an absolute delight. And I really thank you just for your wisdom, and the tips that you gave and your openness. It's been wonderful. Thanks so much.

Catherina: Thank you, thank you. Personally, it's very important for me to be very visible in who I am. So, I'm an openly out and proud, queer, disabled woman and I will take up space. And I want to do that for the folks who don't have a voice. So, that's really important for me, and I've loved this conversation. Thank you so much.

Conclusion 

Erin: Thank you for listening to Hire Potential with Indeed. Before you go and start building a better workplace, don't forget to hit subscribe, and leave a review if you found this podcast helpful. If you'd like to read our full D&I report, click the link in this episode's description to fill out the form. 

Just a quick note, the views and opinions expressed in this episode by the guests do not necessarily reflect the official policy or position of Indeed. Additionally, the information in this episode does not and is not intended to constitute legal advice. Instead, all content we discuss is for general informational purposes only and you should consult with a legal professional for any legal issues you may be experiencing.

The data in this podcast references Indeed’s 2021 D&I report. 

Sources: Indeed is the world's #1 job site according to Comscore, Total Visits, March 2021.

Sources: Over 250 million unique visitors every month, Google Analytics, Unique Visitors, February 2020.

Sources: The research in the report referenced in this episode was commissioned by ThatComms Co on behalf of Indeed and conducted by YouGov. The study was conducted online between 11 - 17 February 2021, involving 2,060 working age Australians (aged between 18-64) currently in either full or part-time employment, or actively looking for work