Pride Month Australia June 2023: DEIB status quo and opportunities

As the rainbow flags unfurl and celebrations take place worldwide, Pride Month Australia once again serves as a poignant reminder of the progress made towards inclusivity and the LGBTQIA+ (lesbian, gay, bisexual, transgender, queer/questioning, intersex, asexual) community’s ongoing struggle for equality. This year, there is a growing emphasis on the intersectionality of Diversity, Equity, Inclusion and Belonging (DEIB), and why it matters, with many organisations striving to make their LGBTQIA+ staff feel comfortable and welcome – during Pride Month Australia and beyond. 

Current sentiment

Interestingly, a study by McKinsey found that companies with diverse workforces are 35% more likely to have above-average profit margins than companies with a more homogenous employee base. Decision-makers are therefore well-advised to be aware of the current sentiments and aspirations of the LGBTQIA+ community and look into some actionable ways to upgrade their allyship – with the ultimate goal of fostering an environment of inclusivity and empowerment in their organisations.

Indeed’s 2023 DEIB report found that younger people, women and those who identify as non-binary and LGBTQIA+ were more likely to have experienced stress and anxiety in the past year. More worryingly, many respondents reported the need to always hide part of their identity at work, with almost two-thirds of Australians feeling they can’t be themselves in the workplace.

In addition, financial worries seem to be more prominent among the LGBTQIA+ workforce as well. According to the same report, those workers identifying as LGBTQIA+ are less likely to report that they expect their financial position to improve in the future when compared to those who identify differently.

As a decision-maker, these aren’t stats you want to hear. So, what can you do to make your diverse workforce feel included and enable them to truly be themselves at work? Practical help and advice for employers are available from Pride Inclusion Programs, Australia’s first and only not-for-profit programs designed specifically to improve inclusion for LGBTQIA+ people in Australian workplaces and other associations. In addition, let’s see what other prominent Australian employers have already done and what concrete steps you can take in your organisation.

Leading by example

Here’s the good news: workplace leadership tends to strongly support DEI and DEIB. Major Australian organisations such as NAB have even introduced their very own in-house Pride Days – NAB back in 2018 – and publicly celebrate Pride Month Australia throughout June. Others, like Telstra, have launched various inclusivity programs such as gender affirmation leave or Wear It Purple Day to protect and support their diverse workforce.

Recruitment decision-makers are more likely to think their organisation has improved its approach to supporting DEIB – with 72% believing this to be true. However, this sentiment falls to 56% for all other employees. This makes clear how important it is for senior management and executives to continue to show the way and lead by example when it comes to championing change and creating opportunities for building inclusive workplaces.

Although the LGBTQIA+ community has made remarkable strides in recent years, including legal victories and increased visibility in mainstream media (especially during initiatives like Pride Month), challenges such as discrimination, limited representation and societal prejudice still persist. Naturally, the LGBTQIA+ community yearns for acceptance, equality and a genuine sense of belonging. And this includes workplaces where their authentic selves are celebrated and where they can thrive without fear of discrimination or bias.

Why being an ally matters

Worryingly, Indeed’s 2023 DEIB report found that more than a quarter of LGBTQIA+ staff (33%) have reported that they have either witnessed or personally experienced an act of discrimination in the workplace. This is a concern because all employees should feel safe at work. The key for employers is to provide safe spaces for their diverse workforce and make it clear that they are an ally of minority groups both within and outside of their organisations.

Here are some actionable steps that can take you in the right direction:

Drive awareness and education

Nowadays, investing in DEI training programs to educate staff about the unique challenges faced by their LGBTQIA+ colleagues should be a step most employers may want to consider. The aim is to dispel stereotypes, foster empathy and reduce unconscious biases. Some courses may specifically address inclusive language use and provide information on how to be an effective ally beyond Pride Month.

Notably, long-term research published in the Psychological Bulletin has shown that 'positive effects of diversity training were greater when training was complemented by other diversity initiatives, targeted to both awareness and skills development, and conducted over a significant period of time'.

Promote representation and visibility

Good employers tend to strive for diverse representation through all levels of the company. This may mean promoting qualified LGBTQIA+ individuals to leadership positions, featuring diverse voices in marketing campaigns or encouraging LGBTQIA+ staff to share their stories and experiences. This is likely to boost your employer branding at the same time. The same goes for supporting relevant community initiatives beyond the company walls, for instance, sponsoring local pride events.

Importantly, though, showing up for the LGBTQIA+ community doesn't start and end with Pride Month. Be proactive all year round and effectively use your internal and external communications as well as your social media posts – and, of course, your company website – to clearly demonstrate that you are an ally and offer an inclusive workplace that welcomes anyone. Major players like Telstra are showing the way in this respect, with an extensive diversity and inclusion web page detailing their stance and efforts in this area. Others, like Coles, regularly post about their inclusivity on Facebook and their other social media profiles.

Despite these efforts, the Indeed DEIB report makes clear that LGBTIQA+ equality could still benefit from greater attention and support, with only 27% of respondents indicating that their organisation is likely to support LGBTIQA+  initiatives, compared to 52% for mental health initiatives. So, when you’re sure you’ve created an inclusive culture in your organisation, let the world know! Increase the visibility of your initiatives to make the public, including potential new hires and stakeholders in industry and the community, aware of your efforts.

Establish inclusive policies

Having inclusive policies is a key step towards creating a diverse and inclusive work environment. A good first step may be to review your existing policies to check if they are up to scratch when it comes to DEIB. Other measures worth considering could include establishing gender-neutral toilets or employer-funded parental leave policies that go beyond what’s legally required and specifically support LGBTQIA+ families and their unique needs.

Agreements with suppliers and supplier selection, in general, could also be reviewed to ensure suppliers also meet your desired diversity targets and requirements.

Create a safe networking space and ally program

Ensuring that your LGBTIQA+ employees enjoy a genuine sense of belonging in your organisation may also involve establishing and promoting initiatives for mentorship, networking or collaboration. Such dedicated groups can help build a strong sense of community and even help to inform your corporate policies, making LGBTQIA+ staff truly feel like they are part of your organisation and its mission.

An official ally program is also worth exploring. The University of Queensland Ally Program, for example, defines an ally as someone who can safely be approached by LGBTIQA+ staff without fearing discrimination. Official allies might display an ally sign in their workspace, for instance. This visible presence helps combat prejudice, and allies can even volunteer to provide information and a list of community resources to anyone approaching them, be it LGBTQIA+ employees or other staff wanting to educate themselves.

Take action against discrimination

Finally, addressing biases, stereotypes and discrimination needs to be firmly entrenched in an environment conducive to DEIB in order to truly make people feel safe, included and like they belong. It's therefore very concerning that almost a quarter (23%) of Australian workers who have either experienced or witnessed discrimination at work say their company took no action in response, with a further 9% stating that the incident in question was never even reported to their employer in the first place.

Although discrimination is not always overt or obvious, and can sometimes be unintentional, your corporate culture should encourage staff to feel safe to report any discriminatory behaviour, and such reports should be promptly investigated to hold employees accountable. This is also where the aforementioned importance of promoting awareness and training comes in.

Be a flagship for leading DEIB practice in Australia

According to Diversity Council Australia, building an inclusive workplace for LGBTIQA+ employees in your workplace is a litmus test for leading diversity and inclusion practice in Australia. If you pay heed to the data and recommendations on your LGBTQIA+ workforce, you can be a flagship organisation for leading DEIB practice in Australia and stand out as an LGBTQIA+ ally in your industry and beyond – just like Telstra and NAB have managed to achieve in their sectors.