Building an LGBTQ+ inclusive workplace: A blueprint for Australia’s construction industry

Page 45

12. VISIBLE SUPPORT FOR LGBTQ+ INCLUSION There were a range of perspectives about businesses and workplaces and the extent that LGBTQ+ issues should be given prominence. Some participants were concerned that rainbow flags or posters might be provocative and counter-productive; however, when questioned further most participants said visible support for LGBTQ+ inclusion would contribute to positive changes in workplace cultures. A number of participants said that seeing rainbow stickers, lanyards, laces and flags were an important source of comfort that signalled an inclusive workplace. In one case, a participant said these gestures went beyond being symbolic and gave them confidence that a business was inclusive. I briefly worked at [a Government department in Queensland] and they were quite vocal about LGBT people. They had lanyards for allies, which was great. So, that was actually a great initiative, to walk in there and see a lot of people with a rainbow lanyard to very visually say, “I support you, we don’t even need to have this discussion”. Gay, male, 30s Some participants mentioned the significant effort that sometimes went into convincing their employer to agree to what they saw as small gestures, but which were perceived as having important impact: We have a TV upon entrance and it’s just got our [company] logo on it, sometimes it has a slideshow. I convinced them to put a rainbow flag on it for Mardi Gras this year. But that was a lot of effort, like, they were going on about trademarks and how you can't change the logo and we were, like, "We're not trying to change the logo. We're just putting a rainbow background and putting the logo on top of it, you know". And that was a big deal. But now that I think I've been here a while they're starting to see that others in the industry are quite supportive and a lot more vocal about it and about that support than - than the company here. Non-binary 20s. According to participants, visible signs of support for LGBTQ+ inclusion do not necessarily have to include rainbows, indeed, the absence of rainbows could also make powerful statements.

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REFERENCES

1min
pages 57-58

CONCLUSION

1min
page 56

Communications & visibility

0
page 55

14. LGBTQ+ INCLUSION AND PRODUCTIVITY

3min
pages 48-49

15. WORKPLACE CHANGE: IS THE CONSTRUCTION INDUSTRY IN TRANSITION?

4min
pages 50-52

13. LGBTQ+ NETWORKS AND ASSOCIATIONS

3min
pages 46-47

12. VISIBLE SUPPORT FOR LGBTQ+ INCLUSION

1min
page 45

8. CONSTRUCTION INDUSTRY SUB-CULTURES: WORK SITES, WORK PRACTICES, GEOGRAPHY AND EMPLOYERS

7min
pages 29-32

9. SAFETY AT WORK: PHYSICAL SAFETY, MENTAL WELL-BEING AND EMOTIONAL LABOUR

7min
pages 33-36

10. LEADERS AND LEADERSHIP: THE FOUNDATIONS OF INCLUSION

5min
pages 37-39

Policies and human resources

6min
pages 41-43

7. IMPLICATIONS OF A CHANGING SEXUAL ORIENTATION OR GENDER IDENTITY AT WORK

1min
page 28

6. HOMOPHOBIA, BULLYING AND HARASSMENT

1min
page 27

Recommendations

2min
page 8

4. CALCULATING COMING OUT

7min
pages 19-22

5. INFLUENCE OF WORK ENVIRONMENT ON DISCLOSURE OF LGBTQ+ IDENTITY

8min
pages 23-26

About the research

1min
page 9

2. INTERSECTIONALITY: SEXUAL AND GENDER IDENTITY OF THE RESEARCH PARTICIPANTS

1min
page 15

3. FLUIDITY OF IDENTITY

5min
pages 16-18

Sexual Orientations

1min
page 5
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