International Day Against Homophobia, Biphobia, Intersexism and Transphobia (IDAHOBIT) 17 May is a global observance that highlights the ongoing discrimination faced by LGBTQIA+ individuals and serves as a powerful reminder of the role we all play in fostering inclusive and respectful environments every day. First celebrated in 2004, IDAHOBIT marks the anniversary of the World Health Organization’s 1990 decision to declassify homosexuality as a mental illness. It has since grown into a global movement to challenge stigma, raise awareness, and promote equity.
For employers, IDAHOBIT is an opportunity to reflect on and strengthen current practices to support LGBTQIA+ employees, and as it approaches we want to help businesses be on the front foot – proactively taking steps to support your current (and future) LGBTQIA+ employees at a time where they need it most, by sharing 18 practical steps you can take in your workplace, as well as outlining a range of different resources available to you as a business.
LGBTQIA+ Inclusion in the Workplace: Understanding Your Legal Responsibilities
In Australia, several key pieces of legislation support LGBTQIA+ inclusion and safety in the workplace. The Sex Discrimination Act 1984 (Cth) protects individuals from discrimination based on sexual orientation, gender identity, and intersex status, while the Fair Work Act 2009 (Cth) offers general protections against adverse actions such as dismissal or harassment linked to these attributes. In Victoria, the Equal Opportunity Act 2010 (Vic) makes it unlawful to discriminate against someone based on their sexual orientation, gender identity, or intersex status, among other grounds. It ensures that individuals are treated fairly in various areas, including employment, and is aimed at fostering an inclusive workplace environment. Additionally, new laws recently passed criminalising vilification based on sex, sex characteristics, sexual orientation, and gender identity, expanding on the state’s hate speech laws. Source.
From a safety perspective, employers have legal obligations under Victoria’s Occupational Health and Safety Act (2004) to ensure both the physical and psychological health of their workers. This includes addressing workplace behaviours and environments that may cause harm, such as bullying, exclusion, or harassment of LGBTQIA+ employees.
Together, these laws make clear that fostering safe, inclusive workplaces is both a legal requirement – but it is also a vital part of good business practice.
18 Practical Steps for LGBTQIA+ Safety & Inclusion
Business Policies and Practices
Businesses should have clear, inclusive policies to meet legal obligations, support psychological safety, and foster a respectful workplace. Policies should explicitly support LGBTQIA+ employees to set clear expectations of workplace behaviour.
Some key policies to include are:
1. Anti-Discrimination, Equal Opportunity, and Workplace Behaviour (Bullying and Harassment): These policies should prohibit discrimination based on sexual orientation, gender identity, and intersex status, ensuring a safe and respectful work environment for all employees.
2. Diversity and Inclusion: This policy should celebrate the unique perspectives of LGBTQIA+ employees, encouraging a culture of inclusivity and mutual respect.
3. Recruitment and Onboarding: Ensure that recruitment and onboarding processes are free from bias and use inclusive language to make all candidates feel welcomed and valued.
FCHR Members who have had an Employee Handbook produced for them by us in the last 2 years can have confidence that these policies are in place and up to date. But we encourage you to go back and review them in May.
Business practices can include:
4. Gender Neutral Language: All business policies should use gender-neutral language (e.g. replacing “maternity/paternity leave” with “parental leave”) to avoid assumptions about gender roles and promote inclusivity.
5. Mental Health Support: LGBTQIA+ employees may experience heightened stress, anxiety, or depression—especially if they feel the need to hide their identity. Offer access to inclusive EAPs, Mental Health First Aid-trained staff, and peer support networks.
6. Safe and Respectful Workspaces: Incorporate gender-neutral facilities, inclusive dress codes, and respectful language guidelines. Ensure policies support gender transition in the workplace, including updates to records and inclusive communication.
7. Extended Benefits Support: Businesses can also consider extending family and carer benefits to same-gender partners, co-parents, and chosen families beyond legislative requirements, such as offering additional paid parental leave to non-birthing parents, providing carer’s leave for chosen family members, and implementing flexible work arrangements to support employees in diverse caregiving roles.
Inclusive Recruitment and Onboarding
There are small but powerful ways you can indicate to an applicant that your workplace is safe for the LGBTQIA+ community:
8. Use inclusive, gender-neutral language: Replace gendered terms like “he/she will be responsible…” with “the successful candidate will be responsible…”.
9. Include an LGBTQIA+ inclusion statement in job ads: Signal your commitment to diversity by including a line such as: “We welcome applications from people of all backgrounds, including LGBTQIA+ individuals.”
10. Ensure recruiters understand policies and obligations: All team members involved in recruitment should read and understand internal policies such as Anti-Discrimination, Equal Opportunity and Workplace Behaviour, Diversity and Inclusion, and Recruitment and Onboarding, and be aware of their legal responsibility not to discriminate.
11. Promote the value of diversity: When preparing to recruit, re-affirm the benefits of building a diverse team such as enhanced creativity, problem-solving, and workplace culture through varied perspectives and experiences.
12. Collect preferred names and pronouns during onboarding: Support respectful communication by allowing new hires to share their name and pronouns, and reflect these in internal systems and staff directories.
Day to Day Safety and Support
13. Ongoing Awareness and Training: Embed diversity and inclusion training into professional development, including education on unconscious bias, respectful communication, and allyship.
14. Visibility: Displaying workplace posters and actively participating in or promoting LGBTQIA+ events and awareness days helps to raise visibility, foster inclusivity, and demonstrate genuine solidarity with the LGBTQIA+ community.
15. Supportive Language: Encourage the use of inclusive and affirming language in day-to-day communication, ensuring that all employees feel respected and valued.
16. Creating Safe Spaces: Foster an environment where LGBTQIA+ employees feel comfortable sharing their experiences and identities without fear of discrimination or retaliation.
17. Regular Check-Ins: Managers and leaders should regularly check in with LGBTQIA+ employees to understand their needs, challenges, and ensure they feel supported.
18. Public Support: Show visible support for LGBTQIA+ causes, such as featuring LGBTQIA+ employees in company communications or participating in Pride events.
The Importance of IDAHOBIT for Every Workplace
Acknowledging IDAHOBIT is more than symbolic. It’s a practical step toward safer and more inclusive workplaces. We encourage all member organisations and businesses in Victoria to mark IDAHOBIT on May 17, such as through a workplace event and/or awareness campaign, and to take this time as a prompt to review and update or add any of the 20 practical steps listed above. They’re all a step in the right direction.
Resources
You can explore resources available to you to support this aim:
- Pride in Diversity: Pride in Diversity is Australia’s first and only national not-for-profit employer support program for all aspects of LGBTQ workplace inclusion. A social inclusion initiative of ACON, Pride in Diversity are specialists in HR, organisational change and workplace diversity dedicated to improving the health and wellbeing of LGBTQ people by reducing exclusion, invisibility, homophobia and stigma in the workplace. Learn more HERE.
- Australian Human Rights Commission: The Australian Human Rights Commission (AHRC) promotes and supports human rights across Australia, including the rights of LGBTQIA+ individuals. They provide educational materials, reports, and resources on diversity and inclusion. AHRC’s resources can help businesses better understand the legal and social importance of IDAHOBIT and other LGBTQIA+ related issues. They also provide guidelines for creating a respectful and inclusive workplace. Learn more HERE.
- Transgender Victoria: TGV offers resources and guidance for businesses to be more inclusive of transgender employees. They provide training, workplace policies, and support materials specifically aimed at ensuring the inclusion of transgender and gender-diverse people in workplaces. TGV offers materials and support for businesses to observe IDAHOBIT, including awareness campaigns, advice on using inclusive language, and ensuring gender inclusivity in the workplace. Learn more HERE.
- IDAHOBIT: The official IDAHOBIT website provides a range of resources for businesses, including posters, logos, social media templates, and event ideas to celebrate the day. The site helps businesses plan IDAHOBIT events, provide information on the significance of the day, and show support for LGBTQIA+ employees. Learn more HERE.
- Book Caitlin to Speak: Our Director Caitlin Grigsby is a specialist Diversity & Inclusion speaker. As the President of the Gippsland Pride Initiative, Caitlin’s key areas of expertise meet at the intersection of diversity and inclusion, and as such, she is an in-demand Consultant and Speaker. Learn more HERE.
Your Next Step
- Of the 18 suggested practical actions, identify which you already have in place (which should be checked and revised) and identify some new ones to introduce.
- Check out the online resources available to you.
- Consider how your support will be visible this IDAHOBIT, such as through an email, an event or social media post.
- If you’d like to book Caitlin to speak or consult, reach out to hello@fullcirclehr.com.au Please note that her availability is quickly booked for IDAHOBIT, and member organisations are given preference.