In December 2018, the ACTPS Strategic Board endorsed the Whole of Government Action Plan to Enhance LGBTIQ+[1] Workplace Inclusion across the ACT Public Service. The Action Plan, developed in response to an ACTPS survey on LGBTIQ+ inclusion in the workplace, commits all Directorates and agencies to implement initiatives to support the inclusion of LGBTIQ+ people across all government workplaces.
The Action Plan set down a range of actions for Directorates against specific themes:
- Culture and visibility – Executive Sponsors or Champions for LGBTIQ+ within Directorates, calling out behaviour and negative commentary, celebrating LGBTIQ+ Days of Significance;
- Policy and practices – Develop a strategy specifically addressing LGBTIQ+ inclusion and ensure that work completed on LGBTIQ+ inclusion is communicated to all staff;
- Staff training and support – Provide open, standalone LGBTIQ+ inclusion/awareness training and targeted training specifically for team leaders/people managers to ensure they are skilled in the management of diverse teams; and
- Employee Pride Networks – Support networks which contribute to the promotion of diversity and serve as a point of reference with subject matter expertise on LGBTIQ+ issues.
During 2018-19, senior representatives from all ACTPS Directorates worked collaboratively with the Office for LGBTIQ+ Affairs to develop a strategy to deliver equitable outcomes for LGBTIQ+ people.
In June 2019, the Chief Minister released the ACT Government’s new Capital of Equality strategy to advance equality for lesbian, gay, bisexual, trans and gender diverse, intersex and queer Canberrans, backed by investments in peer-led services and community grants for LGBTIQ+ individuals, their families and communities.
Directorates will report against Whole of Government Action Plans that support the delivery of the Strategy and will update actions over the life of the Strategy.
Snapshot LGBTIQ Inclusion Staff Survey: Key Findings
The LGBTIQ Inclusion Staff Survey (the Survey) was the first whole of government survey to capture staff perspectives on the awareness, impact and effectiveness of current LGBTIQ workplace inclusion initiatives.
The Survey was anonymous and confidential, and comprised 17 questions designed to capture information and insights about staff demographics, workplace culture and visibility, experiences and attitudes, career development and retention, and employee-led pride networks.
The Survey was open to all ACTPS staff from 17 April 2018 to 13 May 2018 and was completed by 1,500+ employees across all Directorates. The following key findings were reported to staff during the 2018-19 reporting year:
- Three quarters of survey respondents agree that the ACTPS is an LGBTIQ inclusive workplace.
- Over 1,500 staff shared their experiences and perspectives on LGBTIQ inclusion in the ACTPS. We heard from staff across all Directorates and from a diverse range of ages, gender identities and sexual orientations, with over one fifth of survey respondents identifying as LGBTIQ.
- LGBTIQ respondents were three times more likely than their heterosexual peers to have witnessed or experienced bullying and harassment but the majority of incidents in the workplace were not formally reported.
- The majority of respondents considered an inclusive workplace culture to be an important element of work, including in making decisions about their career.
- Most survey respondents agree that their supervisor and Directorate are supportive of LGBTIQ staff. However, only half of survey respondents agree that their manager has the skills to address issues that LGBTIQ employees may face in the workplace (e.g. bullying and harassment).
- When asked how the ACTPS can continue to build an LGBTIQ inclusive culture the most common suggestions were to provide further LGBTIQ Awareness Training; promote LGBTIQ visibility in the workplace; and improve how harassment, bullying and discrimination is handled.
In the 2019 Agency Survey, Directorates were asked what initiatives their directorate implemented during the 2018-19 reporting year to support LGBTIQ+ employees.
Three Directorates reported having Executive Sponsors or Champions for LGBTIQ+. TCCS announced their LGBTIQ+ Executive Sponsor and released a ‘Statement of Commitment to our LGBTIQ Employees’ on 15 November 2018, coinciding with the first anniversary of the same-sex marriage vote.
Most Directorates reported hosting LGBTIQ+ awareness training sessions run collectively by the AIDS Action Council and A Gender Agenda. The training provided participants with an understanding of the LGBTIQ+ community and related issues of importance, including language and terminologies; practical case studies on how to consider LGBTIQ+ implications in policy work; and offer resources and ideas on fostering LGBTIQ+ inclusivity in the workplace.
As a part of raising awareness on dealing with LGBTIQ+ clients, Canberra Health Services provided training courses including LGBTIQ – AIDS ACTION and improving access to health services for LGBTIQ people. An additional session of face to face training through the ACT AIDS Council was provided to 80 staff members of Canberra Health Services to increase their awareness on working with clients/patients/colleagues who identify as LGBTIQ+ people.
Directorates’ reported promoting LGBTIQ+ inclusion and awareness sessions and resources and participating in events for International Day Against Homophobia, Biphobia, Interphobia and Transphobia and ‘Wear it Purple Day’.
Two Directorates have LGBTIQ+ Staff Networks that provide information and advice to staff on issues that affect LGBTIQ+ staff and their families, clients and stakeholders. CMTEDD established their LGBTIQ+ Staff Network (Pride Network) as a forum for employees to assist in identifying initiatives that will further support positive cultural change. The Pride Network, with support from the CMTEDD Diversity and Inclusion Champion and the Office for LGBTIQ Affairs, hosted an event in celebration of International Day Against Homophobia, Biphobia, Interphobia and Transphobia.
The ACT Safe and Inclusive Schools (SAIS) Initiative provides assistance for school staff to develop and maintain safe, inclusive environments for all students regardless of their gender presentation/ identity, intersex status or sexual orientation.
It enables schools and education programs in the ACT to seek assistance to develop their practice in areas such as supporting individual student need, welcoming and celebrating community and family diversity. The Initiative supports school staff to build respectful school cultures where prejudice, discrimination, harassment and violence on the basis of gender presentation/identity, intersex status or sexual orientation is unacceptable.
Snapshot Student and Staff Development Day: Education Directorate
On 16 May 2019, the Education Directorate marked International Day Against Homophobia, Biphobia, Interphobia and Transphobia: a day to challenge discrimination, celebrate pride and create safe spaces. The Directorate supported a Safe and Inclusive Schools Initiative Student and Staff Development Day, delivered by SHFPACT (Sexual Health & Family Planning ACT).
The day included workshops for ACT students and staff on leadership through school and community events, safe and inclusive school and community life, as well as looking after themselves and others. It included training from community organisations such as Headspace Canberra, Headspace Canberra, Headspace Queanbeyan, A Gender Agenda, the AIDS Action Council, Delta Society Australia's Delta Therapy Dogs, Ink Brush Art Therapy and The Youth Coalition of the ACT.
[1] LGBTIQ+ is respectfully being used as an umbrella term to refer collectively to a wider range of people than just those who identify as lesbian, gay, bisexual, trans and gender diverse, intersex and/or queer. The use of the acronym is not intended to exclude people that may not be specifically represented by this term.