Support your organisation’s LGBTIQ+ community and LGBTIQ+ strategy and action plan.
Establish an LGBTIQ+ and Ally network
Bring together employees who are interested in LGBTIQ+ 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 LGBTIQ+ steering committee at lgbtiq@psc.qld.gov.au for help setting up your RLO program.
Harness your LGBTIQ+ allies
Get your allies to show visible support for the LGBTIQ+ community and LGBTIQ+ 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). See the LGBTIQ+ communication toolkit for help.
Invite your allies to your LGBTIQ+ network meetings. Have them share their stories and promote the work being done to support LGBTIQ+ employees. Ask them to promote your work through their communication channels (e.g. executive message, intranet profile or blog, and e-newsletters).
Encourage your allies to consider learning and development options (e.g. Pride in Diversity trainer program).
Consider a Pride in Diversity membership
A Pride in Diversity membership gives your organisation access to support, resources, networking opportunities, training, consulting and advice about LGBTIQ+ inclusion
Pride in Diversity are a not-for-profit LGBTIQ+ inclusion and awareness supporter and advisor. They host the Australian Workplace Equality Index and are Australia's first and only national not-for-profit employer support program for all aspects of LGBTIQ+ workplace inclusion.
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 LGBTIQ+ initiatives. The index drives best practice in Australia and sets a comparative benchmark for employers across all sectors.
The AWEI has 10 content sections to complete. Consider splitting them up between a few of you. Read the evidence and scoring guideline to help target your efforts.
Ask your Pride in Diversity relationship manager to review your submission. If your organisation is not a Pride in Diversity member you will need to pay a fee for the review. The review typically takes 1–2 hours. Book your review early as it often identifies additional actions you need to complete.
When you complete the AWEI submission, ensure you:
- provide evidence for each question. If there is no evidence the assessment team will not mark the question.
- make your evidence accessible. Links to intranets can't be accessed externally. Include a screenshot or a document.
- label your documents and files. If the assessment team can't find the evidence, they will not mark it.
- attach your organisation’s policy (if the question is about your policy
- use short and succinct responses to questions. Lengthy responses don't translate into higher points).
- make your nominated contact for the submission aware and provide the necessary information, for example senior executive KPIs.
- proofread your submission and double-check that your evidence is easily attributable to the appropriate question.
- provide a hardcopy or file transfer submission before the due date. Pride in Diversity do not accept email submissions.
Register for the AWEI mailing list to receive notifications, tips and reminders.
