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LGBTIQ+ Inclusion – The Power of Conversation

Conversation is both powerful and simple. It allows us to share ideas. In the workplace, almost everything rests upon it – not just talking about work, but sharing workplace banter and building personable relationships.

I feel like part of living and thriving in this modern world is just about how to have better conversations. 

I’ve worked in a lot of places – schools, universities, community organisations – and one of the easiest ways for me to determine my longevity in a workplace is for me to listen to the staffroom conversations. That is usually a perfect metric for the culture of the whole place – set from the top.

“Well you’re there to work anyway, why does it matter? Just don’t talk about your personal life while you’re there.”

Whether people agree or not, people do bring their personal lives into work. I have lost count of the amount of wedding video snippets I’ve had to sit through at work meetings, or the conversations I’ve been privy to about people’s married lives.

Many of us don’t want to air that, but it would be nice to be able to say ‘my wife’ without fearing discrimination, or risking professional limitations. You can choose to share less, but it is hard to sit in the staffroom and be completely private when everyone is having rich, fun conversations about what they know and who they know.

people sitting near brown wooden coffee table

“But what about the anti-discrimination act? You can’t do that nowadays!” That is the usual response I hear when I express that we have far to go. 

While there may be protective laws, imagine how limited they are in short-term contracts. Your job is not secure and someone above you will decide if your employment becomes permanent. If they have a bias towards the LGBTIQ+ community and they know you identify, they can simply say you are no longer required.

This fear can lead some people to lower their participation in aspects of workplace life in case it accidentally leads to coming out. So – less banter, conversation, or after work drinks. It can be hard, especially because people like to get to know new employees.

This really limits the benefits of organic, collaborative relationship building.

I remember when I first started teaching and people would constantly ask me about my engagement ring, which became relentless questions about my partner, asking to see photos of ‘him’, and then the intervention that followed when I said ‘she.’

Always having to watch what you say can also lead many people to experience stress and anxiety. The cumulative impact of this can lead to lower performance and a higher likelihood of moving on. This can be bad for business. High turnover is expensive and it looks bad.

The way some large organisations are addressing this is through LGBTIQ+ inclusion and diversity training. The idea behind this is to help workplace teams become more informed about gender and sexual diversity. This often includes describing lived experiences, terminology, and how to have more appropriate conversations with others. Most importantly, how to be an ally at work.

You’d be surprised at how much more comfortable it can feel when you see a rainbow lanyard or sticker sitting on somebody’s desk – you know that if you were to mention a same-sex partner or provide your preferred pronouns, you’d be safe.

Through doing this, the idea is to foster inclusive workplace cultures, where awkward conversations and assumptions will become less common. Sometime, it’s not the outright homophobia that people struggle with, but the low-level awkward conversations.

I can’t tell you how many times I have started a job to get to the lull in conversation that is punctuated with, “So…. do you have a boyfriend?”

You then get put into a checkmate situation where you need to lie by omission, create a story, or take the risk of coming out, knowing people may avoid you, treat you differently, or make your working life difficult.

LGBTIQ+ inclusion programs address some of this by showing workplace teams how to use appropriate, inclusive language. It is useful when this rests upon a good working understanding of lived experiences in the community and a rich discussion on the various identities – lesbian, gay, bisexual, transgender, intersex, and queer – and how people may relate to them.

We can all benefit from learning more – even if we’re all over this inclusion thing. 

Trying to do less of ‘that’s so gay’, assuming someone has an opposite sex partner, or using an inappropriate pronoun once a preferred one has been expressed, can help the whole workplace to thrive. When one group can feel more included, we can all thrive.

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