Business Case for Membership
Being positive towards LGBTI employees is the ultimate litmus test for an inclusive culture and takes an Australian diversity strategy to the next level by ensuring that workplaces are inclusive of all employees, regardless of race/ethnicity, gender, age, disability, religion, sexual orientation, gender identity and intersex status.
For business leaders being asked to consider the issue of sexual orientation, gender identity and intersex status in the workplace, the response is often “Why?” or “What has this got to do with business?”
The benefits of LGBTI inclusion in the workplace have been confirmed in a number of national and international studies, including the most recent AWEI findings. Diverse teams are better able to solve complex problems and exhibit a higher level of creativity and a broader thought process.
By allowing your employees to bring their full selves to work you see a positive impact on productivity and tenure; enhance organisational reputation; and maintain a competitive advantage. Understanding differences between employees and bridging those differences is an essential means of creating an environment where everyone feels safe and valued. It’s also the law.
On June 28 2013, the Sex Discrimination Amendment (Sexual Orientation, Gender Identity and Intersex Status) Act 2013 received Royal Assent, and from August 1, 2013 these changes mean that employers are prohibited from discriminating against someone because of their sexual orientation, gender identity or intersex status. People will be able to make complaints to the Australian Human Rights Commission if they believe they have been discriminated against on the basis of these new grounds.
PID provides Australian employers with the experience, expertise, support and advice to assist diversity and HR executives in all aspects of LGBTI inclusion.
Please see the business case for why LGBTI workplace inclusion is important and how Pride in Diversity can support you and your organisation.