1. Sexual orientation and gender identity in the workplace The ultimate litmus test for inclusion

2. Who are we and what do we do? 3. Diversity vs Inclusion Brian McNaught 4. Australian Diversity Practice L esbian G ay B isexual T ransgender I ntersex Lesscommon (risks not addressed) Most common (covered) 5. Why is LGBT inclusion SO important?

Sexual orientation and gender identity

• Applies to us all

• Naturally on display, at the core of who we are

Inclusive culture for all employees regardless of

Ultimate litmus test

Addresses hidden population at risk

Impacts of stigma, social exclusion and homophobia

Fear of repercussions, confrontation, impacts

Imposed silencelack of personal authenticity

Constant need for self editing of conversations, responses, lifestyle

Heightened levels workplace stress

Negative impacts to mental health and wellbeing

Auditing of perceived discrimination / homophobic behaviour

For the organisation

Diminished team cohesion

Health and wellbeing risk

Risk to employee productivity and engagement

Unaddressed : risk to culture of respect and inclusion

Turnover

Reputation

6. What LGBT inclusion is / is not about 7. The dangers of heterosexism Intersex Transgender Androgynous Man Sex Male Gender (Identity) Masculine Gender(RoIe) Opposite sex Orientation Woman Female Feminine Bisexual Same Sex 8. Diversity of Sex, Gender, Orientation Intersex Transgender Androgynous Man Sex Male Gender (Identity) Masculine Gender(RoIe) Opposite sex Orientation Woman Female Feminine Bisexual Same Sex 9. Stereotyping Aussie Male Aussie Female Gay man Lesbian 10. Cultural Scan How inclusive is your organisation? (1-10) How comfortable would you be with an openly gay colleague working next to you?(1-10) Scenario:Family picnic 11. WORKPLACE CULTURE Assessed Internal policies, diversity training, education, awareness, values, support Management commitment / follow-through (leadership) Individual responses (you) STRATEGY A: Personal Authenticity STRATEGY B: Avoidance STRATEGY C: Fictionalise partner 4x more likely discriminated against Personal /Team /Organisational Impacts Personal /Team /Organisational Impacts 12. What we know

Silent or hidden population : false sense of security.

According to research,2 out of 5 LGBT staff members have changed jobs due to discriminationand are4 timesmore likely to be discriminated against. Irwin, J (2002),The Pink Ceiling is too low, University of Sydney.

Almost half of LGBT people experiencing discrimination in the workplace report that theyachieve less at work . The gay census (2008), SameSame.com.au

50% of LGBT employees would feel more committed and loyalto employers who introduced LGBT diversity policies and programs.The gay census (2008), SameSame.com.au

Concealing ones sexual orientationat work reduces performance and has significant impacts on employee health and wellbeing, workplace stress and depression.In Australia, approximately one third of LGBT staff hide their orientation to all or some of their colleagues. The gay census (2008), SameSame.com.au

Young People: growing up in a somewhat more accepting culture confronted with exclusion for the first time in a workplace generational changes significant impact on ability to attract and retain and on managerial ability to manage difference or diversity conflicts.

13. What we know

Organisational Culture and evidence of LGBT inclusion plays asignificant rolein an individuals assessment of a safe environment, and hence decision for personal authenticity.Raymond Trau, Postdoctoral researcher, Sydney University.

LGBT inclusion serves as alitmus testfor all other aspects of inclusion statements all encompassing and without prejudice.Significant message for non LGBT employees re: organisational stand on safe and inclusive workplace for all regardless

Globally : career / advancement impacts for global movements.

14. Still misunderstood:common responses

We treat everybody the same, we dont discriminate

We dont think we have enough people to form an LGBT network

We dont have a problem here, we have several high profile people who are open about their sexuality and nobody has ever raised a complaint

Sexual orientation is a private issue that doesnt belong in the workplace

We dont think sexual orientation is something we can

People should not be forced to disclose their sexuality

Our executive have concerns for lost

Not the right time for us

cant be an inclusive organisationif you are still choosing to exclude non-inclusion sends a very real message. 15. Consideration

Who are you asking if your culture is LGBT inclusive?

• If your culture is not visibly inclusive, your population is invisible

Where do you send global talent?

• Are you inadvertently negatively impacting careers?

What do your new graduates believe?

• Do they need to learn to be personally inauthentic?

Legislation has changed for same-sex couples / families?

• Are your policies up to date?

• Is your HR team well informed?

People who are used to taking on false personas suffer the consequences

• Is your workplace safe and inclusive for ALL your employees?

• Do you promote personal authenticity as a leadership quality?

Visible inclusion is the single greatest factor in determining an organisations inclusivity?

• How visible is your LGBT inclusion (beyond legal EEO)?

• How active is your LGBT employee network group? Do you have one?

16. Leading the way

IBM

Australian Federal Police

KPMG

Goldman Sachs

Telstra

Accenture / Macquarie University

PricewaterhouseCoopers

University of Queensland

University of WA / Curtin University

17. Some of our members

KPMG

ING Australia

IBM

Australian Federal Police

Goldman Sachs

Department of Defence

Lend Lease

Telstra

Dept Health and Ageing

Suncorp

Allens Arthur Robinson

PriceWaterhouseCoopers

Accenture

Carers NSW

National Australia Bank

Griffith University

Deutsche Bank

British American Tobacco

ANZ

Chevron

American Express

Bank of America / Merrill Lynch

Centrelink

Medicare

Child Support

Thank you & Questions