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Dawn Hough

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Ark Group Australia Pty Ltd
Ark Group Australia Pty Ltd
CareerTechnology
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Sexual orientation and gender identity in the workplace The ultimate litmus test for inclusion
Who are we and what do we do?
Diversity vs Inclusion Brian McNaught
Australian Diversity Practice L esbian G ay B isexual T ransgender I ntersex Less common (risks not addressed) Most common (covered)
Why is LGBT inclusion SO important? ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
What LGBT inclusion is / is not about …
The dangers of heterosexism Intersex Transgender Androgynous Man Sex Male Gender (Identity) Masculine Gender (RoIe) Opposite sex Orientation Woman Female Feminine Bisexual Same Sex
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
Stereotyping Aussie Male Aussie Female Gay man Lesbian
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
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
What we know ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
What we know ,[object Object],[object Object],[object Object]
Still misunderstood: common responses ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],can’t be an inclusive organisation if you are still choosing to exclude … non-inclusion sends a very real message.
Consideration ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Leading the way ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Some of our members ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Thank you & Questions

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Dawn Hough

  • 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 Less common (risks not addressed) Most common (covered)
  • 5.
  • 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
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  • 17.