Public Cervix Announcement campaign

Thorne Harbour Health, September 2019

Cancer Council Victoria, November 2019

As more research reveals concerning health outcomes for lesbian, bisexual and queer (LBQ) identified women, it is encouraging that there is a shift in focus towards improving health for LBQ women from both mainstream and LGBTIQ health organisations. As part of Women’s Health Week (September 2 – 6) we thought we’d take you through one of our campaigns which was created to raise awareness around cervical screening.

The reasons why these groups don’t screen as often as they should include people thinking they don’t need to screen, feeling embarrassed or frightened and fearing homophobia or transphobia. The fact is, all LGBTIQ people with a cervix between the ages of 25 and 74, need cervical screening every five years to reduce their risk of cervical cancer, no matter who they have had as a sexual partner.

Working with Cancer Council Victoria, Thorne Harbour Health created the ‘Public Cervix Announcement’ campaign. This campaign was created to raise awareness around cervical cancer and debunk some of the myths around who should be screened.

PCA postcard

 

 

 

Understanding the experiences of Culturally Diverse LGBTIQ+ Talent at Work

Diversity Council Australia, 2019

While many workplaces have developed LGBTIQ+ inclusion programs, they are not currently specifically addressing the cultural diversity of LGBTIQ+ people.

DCA, along with Pride in Diversity, is undertaking research to help better understand the experiences of Culturally Diverse LGBTIQ+ Talent at Work.

This project will help with understanding of the experiences of people of LGBTIQ+ people from culturally diverse backgrounds, and will assist in providing informed advice to workplaces about how to make inclusion initiatives work.

  • Are you or one of your colleagues an LGBTIQ+ person from a non-Anglo or a non-Main English speaking country cultural background?
  • Can you share your insights to help develop workplace guidance for Australian organisations wanting to better harness the skills and talents of LGBTIQ+ people from culturally diverse backgrounds?

What do I need to do?

He, she, or … ? Gender-neutral pronouns reduce biases – study

The Guardian, Tue 6 Aug 2019 

A new study has found that using a gender-neutral pronoun reduces mental biases that favour men, and boosts positive feelings towards women and LGBT people.

The finding marks an easy win, the researchers believe, and shows how a minor change in language can help chip away at long-standing gender inequities.

 

Out at Work: from Prejudice to Pride report

RMIT University, 16 Aug 2018

Less than a third of LGBTIQ+ employees in Australia are out to all their colleagues and this significantly compromises their wellbeing and work performance, new research has found.

According to the Out at Work: from Prejudice to Pride report released today, roughly 25 per cent of employees were out to some people and almost 40 per cent were out to most people at work.

The report was based on an online survey of more than 1,600 LGBTIQ+ workers about their experiences, as well as face-to-face think tanks with more than 60 LGBTIQ+ employees working at various levels across a range of organisations and industries.

The joint RMIT and Diversity Council Australia (DCA) report highlighted the complexities related to coming out at work – from coming out multiple times a day, week or year; coming out to some colleagues but not others; and being outed against their will.

Workplace culture, genuine bold leadership and policies were identified as the keys to creating an environment where LGBTIQ+ staff felt safe to come out.

Leadership Training Academy 2018 is coming

The Equality Project Australia, August 2018

In order to achieve meaningful social change we need to foster the training of a new generation of LGBTIQ+ advocates to lead the conversation, reshape the narrative, and ultimately, change the culture.

The Equality Project’s Leadership Training Academy (#LTA2018) is a specialised leadership and media engagement training program for LGBTIQ+ change-makers and emerging community leaders who want to build the core skills and techniques to effect positive social change.

They have compiled an exciting curriculum that includes programs from some of the largest LGBTIQ+ rights organisations in the world. These include the world-class GLAAD Media Institute and the Stonewall LGBTIQ Role Models program.

The Leadership Training Academy is designed for LGBTIQ+ advocates and emerging community leaders as well as professionals from any sector or industry who want to explore what it means to be an authentic and inclusive LGBTIQ+ role model in the workplace.

They are looking for a diverse range of participants particularly those who are from culturally and linguistically diverse (CALD) communities, Aboriginal and Torres Strait Islanders, people of faith, people with a disability, women and non-binary people – and those at the intersections of these identities.

With the support of sponsors and training partners, the two 2-day leadership training program is one of the most affordable in the country. But if you are unable to attend due to cost they encourage you to apply for a scholarship.

Morning tea, afternoon tea and lunch included on both days.

The Leadership Training Academy will be held in October 2018 in Melbourne, Sydney, Brisbane, Adelaide, Perth and Canberra.

 

AoD and harm minimisation with Gender and Sexually Diverse (GSD) people

Mental Health Professionals’ Network, January 2018

You are invited to the next Adelaide Gender and Sexually Diverse (GSD) Mental Health network meeting:

AoD and harm minimisation

Featuring expert guest speakers from the AOD sector

Thursday, 8 February 2018

10:00 am – 12:00 pm

Glenside Hospital Learning Centre, 226 Fullarton Rd, Glenside

Light refreshments will be provided. RSVP essential.