LGBTQIA+ Domestic Violence Awareness Day is a great time to reflect on inclusion

People leaders – including those who work in early childhood education and care (ECEC) settings – have a number of competing priorities and demands. While aspects such as rostering, compliance, policy development and payroll are important considerations, so is creating a supportive and inclusive working environment. 

For those with employees who are LGBTQIA+ this extends to having an awareness of the  memorial days, events and anniversaries that are celebrated and commemorated in Australia and which are relevant to the LGBTQIA+ community. 

May 28, for example, is LGBTQIA+ Domestic Violence Awareness Day, which was inaugurated in Brisbane in 2020 by the LGBTQ Domestic Violence Awareness Foundation. Recent findings suggest that Domestic Violence, in an LGBTQIA+ context, is more nuanced than in other sections of society. 

More than two in five people in the LGBTQIA+ community have experienced intimate partner violence, with a similar number experiencing violence from family members – 70 per cent from parents, and 30 per cent from siblings. 

Having an inclusive workplace means being an inclusive leader, and having an awareness of the issues faced in the LBTQIA+ community. 

Education

One of the most powerful ways to become an inclusive leader for LGBTQIA+ team members is to spend some time becoming educated about LGBTQIA+ issues. 

This could look like taking time to learn about different sexual orientations and gender identities, as well as the challenges and discrimination that LGBTQIA+  individuals may face in the workplace. 

There are numerous resources available to support those working as people leaders, from online articles and books to workshops and training programmes. 

Foster inclusion 

Inclusion extends beyond Harmony Day, or having a wheelchair accessible workplace. To create a truly inclusive workplace leaders need to set the tone, and actively promote diversity and acceptance. This can be done through encouraging open dialogue, and creating safe spaces for employees to share their experiences and perspectives. 

Any policies and procedures in the workplace should be inclusive, and respectful of all genders and sexual orientations. 

If leaders are able to create environments where each employee feels valued and respected, greater collaboration, creativity, and employee satisfaction typically results.

Lead from the front

When it comes to leadership, actions speak louder than words. Leaders can demonstrate their commitment to inclusivity by actively supporting LGBTQIA+ employees in their organisation. 

This could include participating in LGBTQIA+ events and initiatives, displaying support through inclusive language and pronoun usage, and standing up against discrimination or microaggressions when they occur.

When they are able to lead through example, leaders inspire others to follow suit, and a more inclusive culture results. 

This extends to being a proactive advocate for change, when leaders use their position to advocate for progress and for initiatives that promote inclusion. This could mean advocating for gender-neutral bathrooms, updating HR policies to be more inclusive of LGBTQ employees, or partnering with LGBTQ organisations and community groups to support relevant causes.

Support and resources

LGBTQIA+ employees may face unique challenges in the workplace, and leaders need to ensure that they have access to the support and resources they need. 

This could include providing training on LGBTQIA+ inclusion for managers and staff, offering employee resource groups or support networks, or providing access to LGBTQIA+-affirming healthcare benefits. 

By offering support and resources, leaders can create a workplace where LGBTQIA+ employees feel valued, supported, and empowered to bring their whole selves to work.

This piece draws heavily on suggestions from the team at Randstad Australia. Access the original here.