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

 

 

 

Sexual minority women face barriers to health care

The Conversation, October 23, 2019 9.25pm AEDT

Stigma and discrimination are common experiences that people who identify as LGBT or sexual minority face when accessing health services. One report found that one in seven LGBT people in the UK avoided seeking healthcare for fear of discrimination from staff. As many as one in four also experienced negative remarks against LGBT people from healthcare staff.

 

Second HOW2 course announced for 2019

SHINE SA, July 2019

Our first course filled up, and as a result we are pleased to announce a second HOW2 course for this year! The HOW2 CREATE LGBTI INCLUSIVE SERVICES training program is an in-depth, practical program which helps organisations reach their inclusivity goals and potentially achieve accreditation as an inclusive service.

Delivered over 4 separate days, interspersed with time to implement practical improvements to your workplace’s inclusivity, this program will provide immediate benefits to your organisation.

The program is based on a set of 6 national standards developed by Gay and Lesbian Health Victoria (GLHV), in conjunction with QIP (Quality, Innovation & Performance), known as Rainbow Tick Accreditation. SHINE SA was the first South Australian organisation to be awarded Rainbow Tick accreditation for LGBTI inclusive practice and is proud to support other organisations to create safer and more inclusive workplaces and services.

**If you are a not-for-profit or community youth-focused service you may qualify for the Department of Human Services Training subsidy.

DATES (Participants are required to attend all 4 sessions):

First session: Friday 4 October 2019
Second session: Friday 8 November 2019
Third session: Friday 13 December 2019
Final session: Friday 31 January 2020

TIME: 9:30am – 2:30pm

WHERE: SHINE SA @ Woodville

 

 

 

 

 

More needs to be done for LGBTIQ+ inclusion across Australia, ANZ research shows

ANZ, February 20, 2019

New ANZ research1 shows that almost half a million LGBTIQ+ community members (1 in every 4) in Australia are still not comfortable being their true selves and discussing their sexuality and gender identity with their loved ones or friends.

ANZ commissioned the research to mark its 13 year relationship with the Sydney Gay and Lesbian Mardi Gras.

ANZ’s Group Executive Australia, Mark Hand, who is also Chair of ANZ’s Diversity Council, said: “Being open about your whole identity is something that all Australians should be comfortable doing, and yet our research shows that this is not the case.”

Key research findings:

  • 84% of LGBTIQ+ community members believe there are still parts of Australia where it is unsafe to be LGBTIQ+. And 68% of non- LGBTIQ+ think so too.
  • 68% of Aussies support efforts to improve LGBTIQ+ equality.
  • LGBTIQ+ community members are still twice as likely to experience some form of harassment, discrimination or open prejudice because of their sexual orientation.
  • 52% of LGBTIQ+ community members would not open up about their sexuality with their manager at work.

 

 

 

 

 

Scotland to embed LGBTI teaching across curriculum

The Guardian, 9/12/2018

Scotland will become the first country in the world to embed the teaching of lesbian, gay, bisexual, transgender and intersex rights in the school curriculum, in what campaigners have described as a historic moment.

State schools will be required to teach pupils about the history of LGBTI equalities and movements, as well as tackling homophobia and transphobia and exploring LGBTI identity, after ministers accepted in full the recommendations of a working group led by the Time for Inclusive Education (TIE) campaign. There will be no exemptions or opt-outs to the policy, which will embed LGBTI inclusive education across the curriculum and across subjects and which the Scottish government believes is a world first.

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.