Recommendations

example, participants from ethnically diverse backgrounds reported racism as well as homophobia, and women reported sexism as well as homophobia.

LANGUAGE, TERMINOLOGY AND IDENTITY Language matters and the use of it acts as a symbol of inclusivity. However, participants' knowledge and use of LGBTQ+ terminology varied. The sexuality and gender identity of participants was often fluid and temporal with participants crafting their own identity.

CALCULATING COMING OUT

Most of the LGBTQ+ employees had disclosed their sexual orientation or gender identity to their immediate work colleagues, though not all. A person’s position in an organisation’s hierarchy often shaped their decision as to whether to express their diverse sexual or gender openly. For example, people described waiting until they had reached a level of seniority to come out because they perceived their position would protect them from any negative implications. Conversely, early career workers described being hesitant to be open about their LGBTQ+ identity until they had more experience, completed a necessary qualification or progressed within their organisation. They said they had waited until they felt comfortable that their job security, emotional safety or career aspirations would not be affected. Despite participants often growing up without LGBTQ+ peers, some had reached a place in their personal life of empowerment, confidence and acceptance. However, deciding to moderate the expression of their sexual or gender identity at work to ‘fit in’ or to avoid anticipated negative responses created a sense of powerlessness at work that was at odds with the strength and confidence they had gained outside work.

SAFETY AT WORK: PHYSICAL SAFETY, MENTAL WELL-BEING AND EMOTIONAL LABOUR Determining whether it was ‘safe’ to come out during workplace encounters could be a constant source of anxiety. Some participants disclosed their sexual identity early, while others experienced significant anxiety in continually scanning their environment for emotional safety, which affected their productivity. While some participants felt empowered through contributing to policy development and advocacy activities, others experienced these as exhaustive demands, particularly those in the early stages of their career.

R E C O M M E N D A T I O N S

To build inclusion in the Australian construction sector, this report provides a variety of recommendations that include action by government and businesses, capacity building of construction leaders and greater visibility of LGBTQ+ leaders in the sector, sharing of effective formal policies and strategies that build inclusion, a dedicated helpline or support