LGBTQIA+ inclusive workplaces
Get support as an LGBTQIA+ employee. Help create an inclusive workplace where all employees feel safe, valued and supported to bring their whole selves to work.
LGBTQIA+ employee and ally network
Join the Queensland Public Sector LGBTQIA+ and Ally employee network. Connect with LGBTQIA+ employees and allies to share information and foster inclusive and supportive workplaces.
Rainbow Liaison Officers
Rainbow Liaison Officers (RLO) can help you with workplace issues or concerns and can refer you to additional support. To find your RLOs, check your intranet or with your HR team.
RLOs are appropriately trained workplace volunteers who champion LGBTQIA+ inclusion. However, they are not counsellors.
If you’re interested in joining, email lgbtiq@psc.qld.gov.au.
Join your organisation’s LGBTQIA+ working group or committee
Visit your agency’s intranet to search for a local LGBTQIA+ network or speak to your HR team.
Join the Queensland Public Sector LGBTQIA+ Steering Committee
Register your interest in joining the Queensland Public Sector LGBTQIA+ Steering Committee. Support the inclusion of LGBTQIA+ employees and ensure Queensland Government policies and practices are inclusive.
Join the critical friends network
Help the Public Sector LGBTQIA+ steering committee lead social change in the Queensland Government. Participate in focus groups, online surveys and questionnaires, or comment on issues when they arise. Participation is voluntary.
Email lgbtiq@psc.qld.gov.au to find out more.
Understand LGBTQIA+ employee experiences
Your organisation’s Working for Queensland survey results may provide insights into the barriers and issues experienced by your organisation’s LGBTQIA+ employees. Use this information to identify ways to improve inclusiveness in your workplace.
The annual State of the Sector report also provides sector-level data and from time to time includes analysis on our evolving workforce diversity and employee engagement.
Consider your Equity and diversity plan
Under Chapter 2 of the Public Sector Act 2022, all public sector chief executives have an obligation to promote equity and diversity, respect and inclusion across the employment experience. This includes analysing workforce equity and diversity data and identifying measures for improving equity and diversity within their agency.
As part of this, your agency may have an Equity and diversity plan that includes strategies or goals relating to LGBTQIA+ employees.
Visit Equity and diversity under the Public Sector Act 2022 for more information about this process or speak with your HR team.
Support your organisation’s LGBTQIA+ community and LGBTQIA+ strategy and action plan.
Establish an LGBTQIA+ and Ally network
Bring together employees who are interested in LGBTQIA+ inclusion and making a difference in the workplace. Consider who can be a member, how they can join and opt out, who is responsible for coordination and how often they’ll meet. Once you know this, seek approval through your executive champion or sponsor.
Establish a Rainbow Liaison Officer program
If your organisation doesn’t have a Rainbow Liaison Officer (RLO) program, consider establishing one.
Email the Queensland Public Sector LGBTQIA+ Steering Committee at lgbtiq@psc.qld.gov.au for help setting up your RLO program.
Harness your LGBTQIA+ allies
Get your allies to show visible support for the LGBTQIA+ community and LGBTQIA+ strategy and action plan. Encourage them to wear rainbow lanyards, or buttons or specific colours on days of significance (e.g. Wear it Purple Day).
Invite your allies to your LGBTQIA+ network meetings. Have them share their stories and promote the work being done to support LGBTQIA+ employees. Ask them to promote your work through their communication channels (e.g. executive message, intranet profile or blog, and e-newsletters).
Complete the Australian Workplace Equality Index
Complete Pride and Diversity’s annual Australian Workplace Equality Index (AWEI) to assess your organisation’s progress and impact on workplace LGBTQIA+ initiatives. The index drives best practice in Australia and sets a comparative benchmark for employers across all sectors.
Identify an executive champion or sponsor
Consider involving an executive champion or sponsor to help you drive change for a more inclusive workplace by:
- gathering support for policy change
- leading or introducing discussions, training, or awareness sessions
- promoting events including days of significance
- supporting the allocation of resources to implement work
- communicating to the organisation through email, newsletters, on your organisation intranet, in fact sheets or other communication channels.
