Resource on sexual harassment in the workplace during the festive season

Working Women’s Centre SA Inc, November 2019

The Working Women’s Centre SA Inc has created a guide for employers to assist them with preventing & responding to sexual harassment in the workplace during the festive season.

This guide will assist employers in planning a safe and truly celebratory event. It is designed to be shared amongst workplaces in the leadup to the work Christmas party.

 

Tough man stereotype can hurt women and men: report

Our Watch, November 2019

Men who conform only to rigid stereotypes of how to be a man are more likely to have sexist attitudes and behaviours, which in turn makes them more likely to perpetuate violence against women, according to a new report by Our Watch and the Victorian Office for Women.

The landmark study, Men in focus, is an extensive review of Australian and international research evidence on the topic, which aims to build a deeper understanding of masculinity, as well as providing guidance for those working with men and boys to prevent violence against women.

Trans @ Work: a guide for trans employees, their employers, and colleagues

Queensland Human Rights Commission, 2019

This information is for trans and gender diverse employees, their employers, managers and colleagues who are seeking guidance on issues associated with transitioning at work.

The guidelines suggest ways to:

  • work together the achieve a successful transition in the workplace;
  • address pre-employment issues; and
  • provide ongoing support to trans employees.

Why is a trans inclusive workplace important?

For the employee:

  • staying in employment;
  • maintaining self-respect;
  • having financial security.

For the employer:

  • improving staff satisfaction and retention through modern, inclusive workplace policies;
  • enhancing public image of the organisation;
  • reaching new client groups;
  • improving teamwork and increasing productivity;
  • complying with state and federal discrimination legislation

The document also contains some real-life stories.

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?

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

 

 

 

 

 

Transgender Visibility Matters in the Workplace (SHINE SA media release)

SHINE SA, 27th March 2019

SHINE SA Media Release

International Transgender Day of Visibility on 31 March is a day we acknowledge each year to celebrate transgender and gender diverse people around the globe, their courage and accomplishments.

The term ‘transgender’ refers to a person whose gender identity or expression is different from their assigned sex. Trans people experience significant harassment, discrimination and violence and may also face difficulties gaining employment.

It is important that organisations and individuals take steps to encourage inclusivity and diversity. Research by the Diversity Council Australia found that LGBTIQA+ employees in organisations that were highly LGBTIQA+ inclusive were twice as likely as employees in non-inclusive cultures to innovate, and 28% more likely to provide excellent customer/client service.

SHINE SA was the first organisation in SA to achieve Rainbow Tick Accreditation, which ensures all systems and processes are in place for an inclusive culture and operation.

Natasha Miliotis SHINE SA’s Chief Executive said:

“We were surprised at how much our whole organisation developed from Rainbow Tick Accreditation. Improving our capacity to be inclusive and to support diversity benefited everyone – staff, clients, stakeholders and our organisational culture as a whole. It’s made us more flexible, more able to respond to the needs of others. It has also made us better at designing and delivering services to support Trans people: whether that’s STI testing, contraception advice, cervical screening, counselling support or providing inclusive education to doctors, nurses and teachers or providing information to the community.”

Zac Cannell, SHINE SA Sexual Health Counsellor, and Co-Founder and Co-Facilitator of TransMascSA writes:

“I self-identify as a transgender man. My lived experience of gender diversity is an important factor to me in my profession, my community advocacy, as well as my social connectivity. I knew when I transitioned that there were many hurdles ahead of me, one of which was employment. As a visible transgender person I sadly knew my options for employment would be limited, and I knew I faced potential discrimination. My colleagues, and the SHINE SA management team, don’t just talk about inclusivity, they live it and champion it. This has gone a long way to helping build my resilience and confidence as an individual, as a professional, and as a SHINE SA team member. It also shows the community the value of leadership in facilitating visible diversity and the positive impact it has.”

SHINE SA offers a Gender Wellbeing Service which is a free counselling and peer support service for people who are questioning their gender or who identify as Trans or Gender Diverse in the Metropolitan Adelaide area. For more information click here. 

SHINE SA also offers education opportunities for individuals and organisations that want to encourage and support diversity. For more information on SHINE SA’s workforce development click here. 

To learn more about why inclusion and diversity matters watch this clip.

For further information contact Tracey Hutt, Director Workforce Education and Development on tracey.hutt@shinesa.org.au or 0434 937 036.