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

Page 5

other people who identify as men. The term

SEXUAL ORIENTATIONS Sexual orientation: refers to an individual’s sexual and romantic attraction to another person. This can include, but is not limited to, heterosexual, lesbian, gay, bisexual and asexual. It is important to note, however, that these

are

just

a

handful

of

sexual

identifications – the reality is that there are an infinite number of ways in which someone might define their sexuality. Further, people can identify with a sexuality or sexual orientation regardless of their sexual or romantic experiences. Some people may identify as sexually fluid; that is, their sexuality is not fixed to any one identity. Bi-sexual: an individual who is sexually and/or romantically attracted to people of the same gender and people of another gender. Bisexuality does not necessarily assume there are only two genders. Gay: an individual who identifies as a man and is sexually and/or romantically attracted to

5

gay can also be used in relation to women who are sexually and romantically attracted to other women. Lesbian: an individual who identifies as a woman and is sexually and/or romantically attracted to other people who identify as women. Queer: a term used to describe a range of sexual orientations and gender identities. Although once used as a derogatory term, the term queer now encapsulates political ideas of

resistance

to

heteronormativity

and

homonormativity and is often used as an umbrella term to describe the full range of LGBTIQA+ identities. Heterosexual (straight): an individual who is sexually and/or romantically attracted to the opposite gender. (Pride in Sport, 2020)


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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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