Key themes and issues

A number of key themes and issues emerged from the process undertaken to develop the plan. The policy review identified an opportunity to strengthen inclusive language within DPC’s policies, plans and guidelines, in particular a need to adopt diversity, equity and inclusion, gender affirmation and the acronym LGBTIQA+ consistently across DPC.

The policy review also highlighted suggestions for including LGBTIQA+ specific information in induction materials, updating definitions for intersectionality in e-learning modules, welcoming applicants from the LGBTIQA+ community in job advertisements and recognising trans and gender diverse people as a group to which special measures can be applied in recruitment policies.

While LGBTIQA+ employees indicated a strong sense of belonging at DPC, they highlighted concerns relating to negative behaviours, feeling safe to challenge inappropriate behaviours, psychological health and well-being, and experiences of workplace stress. The People Matter Survey 2023 found that LGBTIQA+ employees experienced a higher rate of bullying, sexual harassment and violence and aggression than non LGBTIQA+ employees. The survey also highlighted low levels of confidence that DPC has effective procedures in place to support LGBTIQA+ employees who may experience stress.

During the consultation, LGBTIQA+ employees spoke about a work environment at DPC that is accepting of LGBTIQA+ people and outlined the key elements they felt contributed to an inclusive workplace including social connection, inclusive language, visibility, respect and the importance of having conversations about LGBTIQA+ issues. They also highlighted evidence of good practices at DPC including the use of gender pronouns on team and email signatures and communications around LGBTIQA+ initiatives and events.

LGBTIQA+ employees however expressed a desire for inclusive leadership, visible allyship and opportunities for social connection. They also highlighted the need for trans and gender diverse issues to be better reflected in diversity and inclusion initiatives. The consultation process further identified a lack of knowledge and understanding by LGBTIQA+ employees of the process for reporting negative behaviours, beyond speaking to their manager.

The clear elements for creating a safe, supportive and inclusive workplace for LGBTIQA+ employees that emerged from the research and consultation are summarised below and include visible leadership, accountability and allyship, inclusive policies, practices and language, social connection and health and well-being, and respectful workplace behaviours.