LGBTIQ+

LGBTIQ+ Inclusion

The below is based on information from the Diversity Council Australia (Diversity Council Australia (Brown, C., O’Leary, J., Trau, R., Legg, A.) Out At Work: From Prejudice to Pride, Sydney, Diversity Council Australia, 2018), LGBTIQ+ Health Australia, Pride in Diversity.

LGBTIQ+ people

Understanding and respecting the LGBTIQ+ community involves continuous learning. It’s important to bear in mind four dimensions of human diversity when thinking about LGBTIQ+ related concepts:

  • Legal Sex: The marker or classification recorded when a child’s birth is registered. This will usually be M or F. This marker can be amended to either M, F or X
  • Sex Characteristics: Physical parts of the body that are related to body development/regulation and reproductive systems. Primary sex characteristics are gonads, chromosomes, genitals and hormones. Secondary sex characteristics emerge at puberty and can include the development of breast tissue, voice pitch, facial and pubic hair etc. Based on sex characteristics an individual may be assigned at birth either Male, Female or Intersex
  • Gender Identity: A person’s internal sense of gender which may or may not align with their birth sex. Common options include man, woman, both man and woman, and gender queer
  • Gender Expression: A person’s outward manifestation of gender, including how they dress and their mannerisms. Common options include masculine, feminine, androgynous, or gender neutral
  • Sexual Orientation: Who a person is attracted to physically and emotionally. Common options include opposite-sex attracted or “straight”, same-sex attracted or “gay or lesbian”, attracted to men and women or “bisexual”, and attracted an individual person regardless of gender or “pansexual”

So, what does the acronym “LGBTIQ+” stand for and what do the terms mean?

  • L = Lesbian: A person who identifies as a woman who is attracted romantically, physically, or emotionally to another woman
  • G = Gay: A person who identifies as a man who is attracted romantically, physically, or emotionally to another man. Sometimes the term may also be adopted by a same-sex attracted woman, but it’s best to check with the individual regarding their preferred terminology
  • B = Bisexual: Individuals who are romantically and sexually attracted to individuals of their own gender and other genders. Pansexual refers to people who are romantically and sexually attracted to people of all genders
  • T = Trans or Transgender: An umbrella term used to refer to individuals whose biological sex is different than the gender with which they identify. A person who is trans may have transitioned to their gender identity medically, and / or socially, or may not have. Trans as an umbrella term may also include people who are non-binary or gender non-conforming, where a person may identify as neither a man or a women or their identity move along the gender spectrum
  • I = Intersex: The individual is born with physical sex characteristics, hormones or genetic features that don’t fit medical and social norms for female and male bodies. Many forms of intersex exist; it is an umbrella term, rather than a single category. At least 30 – 40 different variations are known to science
  • Q = Queer: An umbrella term used by some people to describe their sexual orientations or their gender identities
  • “+” represents other diverse gender identities and sexual orientations that are not represented already in the acronym. Some of these include Pansexual, Asexual, Agender, Aromantic. There are countless ways a person may describe their identities, all of which are valid

Why is LGBTIQ+ inclusion important?

Sexual orientation, gender identity and intersex status are integral parts of who we are. We can’t switch it off and we can’t leave it at home. Every time we chat to a colleague about what we did on the weekend with our family or partner, we are likely to give away our own sexual orientation when we mention our partner’s name or their gender. Not having to worry or even think about the repercussions of sharing this type of information is a privilege that many non-LGBTIQ+ people take for granted.

LGBTIQ+ people experience higher levels of mental health issues and higher rates of suicide than the general population. It’s important to acknowledge the diversity within the LGBTIQ+ community, and that some carry an even greater burden, including Aboriginal and Torres Strait Islander Australians, trans and gender diverse people (especially young trans people), and people with an intersex variation.

Research tells us that while 74% of LGBTIQ+ staff say that it is important to them to be able to be out at work, only 32% were out to everyone with whom they work. The main reason for this is a fear of negative reactions from co-workers or negative repercussions on someone’s career. We know that concealing a part of once’s identify compromises wellbeing and performance. LGBTIQ+ employees who are not out to everyone at work are twice as likely to feel down as employees who are out to everyone at work, and 45% less likely to be satisfied with their job. Conversely, LGBTIQ+ persons who are out are:

  • 50% more likely to innovate than those who are not out to everyone.
  • 35% more likely to work highly effectively in their team.
  • 28% more likely to provide excellent customer / client service.

Most importantly, LGBTIQ+ inclusion (just like any type of inclusion!) benefits everyone. Employees in organisations which are highly LGBTIQ+ inclusive are at least twice as likely as employees in non-inclusive cultures to achieve, innovate, and provide excellent customer service.

LGBTIQ+ inclusion is about more than just policies. The most important point is having an inclusive workplace culture that makes LGBTIQ+ people feel safe to be themselves at work.

LGBTIQ+ inclusion at New Lambton FC Juniors

We are currently working on a process to allow people to share information with us about their sex, gender identity and / or sexuality. This will allow us to establish a baseline so we can measure our progress towards creating more opportunities for LGBTIQ+ people and ensuring that our Club is inclusive for all.

New Lambton FC Juniors LGBTIQ+ Inclusion Network

We are currently in the process of setting up a LGBTIQ+ Inclusion Network to provide a welcoming and inclusive environment for LGBTIQ+ staff and their allies across New Lambton FC Juniors to connect and build a sense of belonging and community. It will be an effective platform to contribute to a positive work environment. Anyone at the Club who identifies as LGBTIQ+ or considers themselves an ally is welcome to join the Network. Please contact a committee member if you would like to find out more or to join the Network.

Key statistics

  • Approximately 50% of LGBTIQ+ Australians hide their sexual orientation, gender identity or intersex status at work for fear this could impact negatively on their careers
  • We lose approximately 20% productivity from those who are not “out”, mainly due to the “self-editing” that many LGBTIQ+ people feel they have to do to “fit in”
  • LGBTIQ+ people are nearly six times more likely to experience and be diagnosed with depression
  • LGBTIQ+ young people aged 16 to 27 are five times more likely to have attempted suicide
  • Transgender people aged 14-25 are fifteen times more likely to have attempted suicide
  • LGBTIQ+ young people are over four times as likely to engage in self-injury
  • LGBTIQ+ young people who experience abuse and harassment are even more likely to have self-harmed.
  • LGBTIQ+ people who were unemployed or unable to work was more than double the national rate